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If I had a penny for every time someone wanted to hire someone who was hands on...and thinks strategically...and manages a team…🤔
There’s a reason why these purple squirrel hunts are impossible. 😂
Most people’s brains are wired to feel rewarded for knocking out tasks. That serotonin bump for a job well done.
But management is different: it’s not you doing all-the-things anymore. The simple 1:1 measurement of input-output, that’s not how coordinating the efforts of others works.
And flipping back and forth makes it that much harder.
Which is why first time managers can struggle. You’re rewiring your brain to work differently. In a way that’s harder to measure and see the immediate benefits.
And that’s fine. It’s normal. You may have experienced this yourself. Or seen it in action.
I empathize with small company execs who have to figure this out. It's hard knowing exactly when you’re at the right scale to add more dedicated managers. Not to mention justify the added cost.
But, you gotta do it. So if you’re at that point:
1. Give your first time managers the room they need. If you’re still relying on them to do the same executional work, the bigger picture stuff is going to suffer.
2. When you need a manager, hire one. The benefit to their team will far outweigh the tactical benefit of trying to shoe-horn in a player/coach.
Great insights from Erin Turnmeyer, per usual. 👍
Full episode of the Talent Insights podcast, A Data-Driven Approach to HR, here.
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