Management of people is the logistics of everything that you don’t have full control of, management is not about control but empowerment. You give people the illusion that they are controlling the ship. But their quasi-controls (opinions) should give you the knowledge and foresight to steer clear of the iceberg.
People respect trust, and when the whole team trusts each other, only then can they be called a team. “I don’t care if I fall or fail, because I am so confident that someone will be there to catch me.” (words of a top manager)*
To be truly the best manger, you need open ears. I’m not talking about with staff, but you need to listen to everything, read everything and stay ahead of everyone. You need to be ahead of gossip, and never the subject of the gossip.
You should be, father, leader, inspiring and a visionary for the venue you manage. Everyone looks up to you, if you are not the best at the above then your logistical chain of the positive mind conveyer belt does not deliver effective packages.
Managing people is not mind control, but it’s very close. You have to be confident in what you do, but not only that, you also need others to have the confidence in you and what you do.
If you start to let people down, or appear unfair, then you start to bring down the system. It will make people lose confidence in you, and they will pass that on the logistical conveyer to the next and next person. So now, even if you meant no harm everyone has received the memo about the unfairness.
The damage depends on the reputation and respect given to the preacher who delivers the sermon, and weather they have multiple preachers.
When the damage is deep and your team has lost all respect for you, then there is no going back and unfortunately then it’s time to chuck in the towel.
There are thin lines between success and failure, when you are the leader of a people, you need to be beyond reproach. The minute you are not, that’s it, unfortunately.
*Fictional quote used for illustration
