“But I don’t have enough time,” said the manager to their boss

 Profile image of Corine Hines From Spring Leadership

Corine Hines

Back in 2010, when I was just starting my coaching journey, I began seeing how powerful the process was for individuals. I’ve worked with all types of leaders and managers, from underrated heads of finance and recently recruited high potentials, to directors that were heading for burn out.  Watching them grow, develop better habits and improve their relationships, was incredible. But I was itching to have more impact on the wider business.

Personal transformations are amazing – but I knew that high performing teams aren’t created because one person transforms themselves.

Over the years we’ve developed an approach that helps individuals and teams make huge leaps forward – transformations that set them up for future success, which make a significant difference to them personally and to the bottom line.

Our techniques change businesses for the better. And it’s an absolute privilege to be involved.

It’s hugely frustrating when you hear something like this from your team, right? Especially if you’re asking them to be more of a leader and less of a doer.

But what if they say they’re at full capacity?

Here’s how you can help your managers fit leadership development into their day jobs:

Prioritise ruthlessly

Encourage your manager to focus on the stuff that matters. Can they drop any tasks that don’t bring value? Where can they start saying no more?

Start small

What behaviour change will bring them the biggest impact? Offer feedback. Suggest they ask for more feedback (and not just from their fan club).

Help them experiment

For instance, if they’re trying to develop their team: “when your team seek a solution, ask them an open question first”.

Help them share

Suggest they tell their team the plan, and request the team point out any time they fall back on bad habits. For instance, “if I step in to offer a solution and don’t ask an open question – point it out!”

Set up a weekly reflection

What will they stop, start and continue the following week? This 121 needn’t be more than 20 minutes long.

You’ll be surprised how quickly your managers will start:

–      getting more results with their teams

–      looking over the horizon more

–      tackling those ‘difficult’ conversations

–      taking more off your plate

And what’s in it for you if your managers are dialling up their leadership skills and becoming more promotion ready?

How about: Less firefighting. More breathing space. The ability to step back and get a bigger picture view. Creating more business growth potential.

Getting more enjoyment in work & life maybe?

p.s. and obviously all the above steps apply to you too – role modelling these behaviours is the best way to encourage your managers to step up their leadership.