We've all been there, the pressure cooker of a management meeting. But what if I told you these meetings aren't just about grilling the employees? They're also a prime opportunity to assess the leadership mettle of your managers themselves.
Employees have that uncomfortable feeling in their stomachs when going to and presenting to the management. We all have that when we start our careers and have no experience in these situations.
However, after a while, you might learn that managers are not that different from you. They are fallible, too. They seem to be the best of their professions and behave as rational professionals. Though the truth could not be any further. Spending some time with them reveals their weaknesses and mistakes. Which is natural, because, you know, they are human beings, too.
Getting rid of the fear, you can start seeing how they actually behave. You will see that they might even lack the very basics of management, like saying thank you or please, making decisions that are needed for progress, or just simply paying attention to the presenter even when the topic is not closely related to their specific area. Noticing these will free you up and makes the management approachable, which is valuable for both sides.
At a management meeting, it’s not just you who is being tested, but the management as well. They are tested on how good leaders they are. How they take responsibilities and how they take care of the people.
Here's how a management meeting can become a masterclass in leadership:
By observing these dynamics, you gain valuable insights into your leadership team. You can identify areas where managers excel and provide coaching for those who need to develop their skills. Remember, a strong management team is the backbone of any successful organisation.
So next management meeting, don't just assess the team – assess the leader. You might be surprised by what you discover.
Many employees walk into meetings assuming they need to guess the "right" answer the manager wants to hear. This stifles creativity and utilises only a fraction of the team's brainpower.
However, you do not have to find the right answer you think they have. You are the expert of the topic, you know the most of it, so you need to ask for their support and they need to make a commitment they can stick to for real. This is quite the opposite of what employees think.
A good management meeting should be about harnessing the expertise of the employees who are intimately familiar with the topic at hand. The leader's role can transform from answer-seeker to facilitator. They should be asking open-ended questions, encouraging diverse perspectives, and creating a space for true brainstorming.
This doesn't mean managers relinquish control. Their role is to listen, identify roadblocks, and then commit to providing the resources and support the team needs to execute their plan. This commitment should be genuine and long-lasting, not just empty promises made in the heat of the moment.
This approach might surprise employees initially. They're used to the "top-down" model. But once they see the leader truly valuing their expertise and actively supporting their solutions, a powerful shift occurs. Engagement soars, ownership strengthens, and the team thrives.
Remember, the best leaders don't have all the answers. They empower their teams to find them.
Imperfect managers can still be great leaders.
We've talked about how management meetings can be a leadership proving ground. But let's face it, managers are human. They'll make mistakes, have bad days, and sometimes, just be plain wrong. That doesn't disqualify them from being effective leaders. Here's why:
Vulnerability is Strength:
In a world obsessed with projecting an image of infallibility, a manager who admits they don't have all the answers can be refreshing. It fosters a culture of authenticity and psychological safety, where employees feel comfortable admitting their own shortcomings and learning from each other.
Learning from Missteps:
Mistakes happen. But a great leader uses them as teachable moments. They'll openly discuss what went wrong, analyse the situation, and take steps to prevent similar pitfalls in the future. This transparency builds trust and demonstrates a commitment to continuous improvement.
Leading by Example:
By acknowledging their humanity, managers show their teams that it's okay to be imperfect. This reduces pressure, fosters a healthy work-life balance, and allows for genuine connections to form. Employees who see their leaders as relatable human beings are more likely to be engaged, motivated, and loyal.
Focus on Growth, Not Blame:
When things go south, the focus shouldn't be on finger-pointing. Effective leaders create an environment where mistakes are seen as opportunities to learn and grow. They'll help employees identify areas for improvement and provide the resources they need to get back on track. Even when it is about their own mistakes.
Remember: Great leaders aren't superhuman. They're just regular people who understand their strengths and weaknesses, and leverage both.
