There is no question that being a successful leader requires the ability to manage. It’s unfortunate that managing is often seen as the limit of a leadership role — when it’s only a fraction of the job. 

For example, simply maintaining a given level of production can be a false sense of stability for a person in a leadership position. 

The problem is that organizations are not static entities. “Minding the store” is really an exercise in contraction. When leaders nurture their team’s development, trust and productivity improve.

Managing Well to Lead Well

Managing systems and scheduling are important for leaders to call upon in certain situations. But a true leader is someone who also demonstrates an ability to form and grow professional relationships. 

Fostering great relationships, building trust, and increasing the team’s potential  helps organizations become more adept at enduring risk and exceeding expectations. 

Leading inspires others to a level that they would not individually achieve. Managing well in isolation will not achieve this. Growth is achieved when team members exceed their own expectations. It’s up to leaders to curate that growth through personalized support, positive interactions, and systems that serve well. 

Growing the Capacity of Our Team to Thrive

It sends a powerful message when leaders selflessly support the growth and professional development of their teams. This investment of time and resources encourages mutual loyalty and trust. By acting as a mentor, rather than a mere manager, leaders compound their investments in people and teams.

Mentoring others implies learning and growth. It is a relationship inherently designed to help others grow. When leaders mentor their teams, the result is increased productivity, creativity, and retention. 

Another result of nurturing the aspirations and skills of individuals is that they return those efforts with energy, talent, and loyalty.

Those who have invested their time and energy in improving the lives of others understand that such work has a reward that far exceeds the paycheck. 

There is always pressure to do only what is required and to stay inside the management box. For the smaller group that chooses to embrace the roles of leader, mentor, encourager, and supporter, the rewards are many. True leaders recognize team development as the sum of everyday interactions, and those leaders embrace face-to-face mentoring to build an outcome where everyone wins.