Introduction:
As a first-time manager, the journey is filled with highs, lows, and a constant journey toward improvement. When you’re a better leader, so much greatness begins to unfold for your people, their career growth, their impact on the business, and your impact on the business too.
But being the kind of manager that everyone raves about is a challenging thing. It’s not something that comes naturally to us because many of us have been unconsciously trained by negative examples of managers in movies, tv (Hello, Michael Scott in “The Office”), and from our own experience too.
In this blog post, I'll be sharing a game-changing tip that has proven to be a secret of successful managers. It’s one question that acts as a tool that fosters trust, strengthens relationships, and transforms team dynamics. Read on to learn about the one question that changes everything.
The Foundation of Trust:
Patrick Lencioni's renowned model, the "Five Dysfunctions of a Team," delves into the critical elements necessary for team success.
At its base lies the cornerstone of trust.
Without trust, progress stagnates, cohesiveness crumbles, and psychological safety – the key to honesty and full engagement – remains elusive.
Have you ever been on a team where trust was lacking? I’m sure you have, it’s something most of us have experienced at some point. And the consequences of a low-trust or no-trust relationship with our manager will ruin any connection and growth.
The Game-Changing Question:
So, what is this magic question that can alter the course of your managerial journey?
It's deceptively simple: "What's on your mind?"
Instead of diving straight into tasks and responsibilities, my recommendation is to begin each one-on-one with this question, creating an environment where your team members feel heard, valued, and understood.
So, what is this magic question that can alter the course of your managerial journey?
It's deceptively simple: "What's on your mind?"
Instead of diving straight into tasks and responsibilities, my recommendation is to begin each one-on-one with this question, creating an environment where your team members feel heard, valued, and understood.
So, what is this magic question that can alter the course of your managerial journey?
It's deceptively simple: "What's on your mind?"
Instead of diving straight into tasks and responsibilities, my recommendation is to begin each one-on-one with this question, creating an environment where your team members feel heard, valued, and understood.
Building Bridges:
As a manager, the revelation I wish I had early on was the transformative power of this question. By asking about what's on your team members' mind, you are signaling a genuine interest in their thoughts and concerns, both professionally and personally.
This small yet impactful gesture lays the foundation for trust, care, and a deeper connection.
Navigating the Conversation:
Once you've initiated the dialogue with this powerful question, the effects can be profound.
Encourage your team members to share openly, whether it pertains to work-related challenges or personal matters.
Taking it a step further, inquire, "What else?"
This simple follow-up demonstrates your commitment to creating a safe space for them to express themselves.
Results You Can Expect:
Implementing this approach can yield remarkable results.
By prioritizing this question, you'll witness an evolution in your relationships with team members.
Trust will flourish, communication will become more transparent, and the overall work environment will see positive transformations.
All of this will happen BECAUSE you’re asking this question because you genuinely care about them as people.
Conclusion:
In the realm of managerial skills and people leadership, the impact of a seemingly straightforward question cannot be overstated.
Make it a habit to start your one-on-one meetings with "What's on your mind?" and watch as the dynamics within your team undergo a significant shift.
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Share Your Experience:
I invite you to incorporate this question into your managerial toolkit and share your experiences.
When you do, consider:
- How did it impact your relationships with your team?
- Did you notice positive changes in communication and trust?
Let me know how it goes for you, and here's to unlocking a new level of managerial success!