When to lead and when to manage
You lead people, yourself included. You manage situations.
Nobody worth their salt likes to be “managed”. Trying to manage people, that is; using threats of punishment, promises of reward, passive aggressive comments, subtle (or not so subtle) hints, and sundry other insincere “techniques” designed to elicit a change in behavior, borders on sociopathic. It’s disrespectful and condescending.
It will lose you the best people and the ones that put up with it will be with you for the wrong reasons, making high performance unlikely.
The people you want in your team, I call them thinking followers, are motivated by the opportunity of doing meaningful work that they enjoy, with other people they respect, in an environment that invites and fosters their creativity.
Your role as the boss is to inspire and challenge and support them.
Yes, management is required. Processes, scheduling, logistics, supply lines, and administration all need to be well managed. And there are “people situations” that need to be handled – interpersonal conflict, irrational behavior, emotional outbursts, even plain old mistakes. Just remember that people are people, not things. This post might help.
I can’t stress this enough: people should not be managed. Your job is to provide real leadership.
And above all, your people need to be inspired to take the lead themselves. That will never happen if they suspect they’re being “managed”.