All relationships need boundaries, especially those in managerial positions. We believe that being close with our employees is ideal, however, it's actually best if we keep a bit of distance and establish firm boundaries with them.
A good manager should want rapport and respect, not a best friend.
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When we don't establish firm boundaries as managers what happens often is that other employees may develop the idea that there is favoritism in play, objectivity often gets lost, and it puts us in an awkward position when their performance issues arise and control is needed.
The process of becoming a leader is a demanding journey of continual learning and self-development.
The trials involved in becoming a first-time manager can have serious consequences. The organisation can suffer human and financial costs when an individual with strong performance and qualifications is promoted but fails to adjust successfully to management responsibilities.
The failures are not surprising, given how difficult it is to transition. Many books describe successful leaders, but few address the challenges of learning to lead.
Gartner analysis shows that 46% of the workforce is projected to be working hybrid in the near future for midsize companies. Employees will have more choices about where, when, and how much they work.
In the past, managers used to be selected and promoted if they were able to manage and evaluate the performance of employees. Now managers are increasingly hired based on their ability to be great coaches and teachers.
1:1 meetings matter. It is important to nurture that essential employee-manager relationship. But it still not easy to get right.
Under pressures, managers are still juggling commitments. Then there's the issue of what to cover, and to avoid a half-hearted performance as a manager.
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