I want to write about what seems to me to be a very simple concept, but what I rarely experienced in my work life back when I had a job that required a BlackBerry and an 80-hour work week.
Life is different for me now, and I’ll explain that in a post another day, but for now, I want to talk about this concept.
I have formerly managed fairly large groups of people, maybe what some may call, ‘just a big hand full’ (8–30 people). The groups of people varied between greeters at the front desk of a gym to Ph.D. types in biotech. But, one thing that is common to all those mentioned, and a sure way to gain their respect and best effort, is to lead from the front.
What do I mean by that? Its funny you ask, at some of the places I’ve worked some of the upper management should’ve asked the same thing.
- Leading from the front means that you’d never ask an employee to do something that you, yourself, wouldn’t do.
- Leading from the front means realistically gauging projects, and when you fail to meet your mark, jumping in to lend a hand to get the job done or resetting expectations.
- Leading from the front means that you’ll take some of the weekend or after-hours load so your employees can take a break, too.
- Leading from the front means that you listen to your employees when they need you to listen. And knowing when that is…
- Leading from the front means arriving prepared—and on time—to meetings and not wasting peoples’ valuable time.
I know some of you corporate types are just shaking your heads.
“That’s not delegating.”
“That’s not leading.”
“I worked hard to get where I’m at and that means, now, I’m working less.”
I guess all I can say is that leading from the front worked for me, and my employees loved me for it. Or, at least, so I was told. If you’re managing a group of hard-working people, take it from someone who has been on both sides, and who was good at her job (on both sides).
Lead from the front.
