Mental shifts managers should make to move from protecting their employees to supporting them.
Susan,* a client of Luis’ and a mentee of Kristin’s, managed her team with a fundamental belief that it was her job to “protect” them. Her belief was grounded in good intentions. She wanted her team to be happy and successful in a highly demanding and fast-moving organization.
Team members don’t benefit from learning to navigate the storm themselves, resulting in reduced employee development. They’re not positioned to form strong cross-functional relationships and therefore miss out on having higher organizational visibility and impact. As I progressed in my career and began to manage more senior staff, it became increasingly clear that I needed to put away my umbrella and look for more effective and scalable ways of helping the managers on my team navigate challenges. I let go of the need to protect my employees and adopted a different mental model that more closely resembles handing out rain ponchos than opening an umbrella.
Early in my career, I thought the objective as a manager was to ensure a good outcome for every situation, large or small. However, when I moved to manage a larger organization, I had to get clear on what the truly high-stakes decisions were and help myself and the team build capabilities around recovering from small setbacks or missteps.
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