It’s not about YOU

So the initial excitement of getting your staff recruited and on-board has passed. The honey moon period is over. They are now all well trained and getting on with their work.

Day in and day out.


 So what is your role exactly? you-management-development


When everyone around you is competent and proactive, it’s easy to feel like a spare part. But being the leader should never feel like that. You have important work to do, so do it. When all members of your team are doing all that’s expected of them, here are just a few things you could be focusing on:


Praise good work (publicly where possible)


Those who report to you see their relationship with you as one of the most significant in the workplace. Don’t ignore this, find creative ways to thank them for their contributions.


Have ‘play time’


When people work hard they deserve time to down tools and relax a little. family-funWhether this is in, or out of work time, it needs to happen.

Make sure you make space and time for the team to have fun.bowling-fun-pixabay

Some managers tell me they think this seem frivolous initially. Yet they’ve been surprised at the impact that some really simple activities have had on team cohesion and general morale in a very short period of time.


Promote the work of the team


You couldn’t do your job without them so spread the word, tell your senior managers what a great job they do.

What would YOU say about your team to others?speachbubble-pixabay



And if you are thinking this undermines you, please know it doesn’t. Only confident, capable managers actually have the nerve to do this in reality! If you need help with your team just give me a call.


What we’ve described here is a ‘high-performing’ team.  You’ve done such a good job with them that they hardly need you! This isn’t something to fear it’s to be celebrated. If you can get a team to this stage just imagine what else you could do! You’re ready to step up, get more strategic.


Over to you


I’ve given just three examples of things you could do when the members of your team are confident and need little input from you. What would YOU do in this situation? What would you spend your time on – I’d love to know in the box below.


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