Leading a Small Team

Julie Zhuo describes how a weekly critique meeting with her small team fostered honest, creative, and collaborative feedback. This meeting became emblematic of her passion for managing a small team, emphasizing the importance of trust and detailed work.

Everything Always Goes Back to People

A manager's job is to achieve better outcomes by influencing purpose, people, and process. For small teams, a shared sense of purpose is easier to maintain. Focus should be on people and process, with people being the most critical.

Trust Is the Most Important Ingredient

Building a trusting manager-report relationship is vital:

  • Openness: Reports should feel comfortable sharing their challenges. Regular honest and constructive conversations are essential.
  • Feedback Exchange: Regularly giving and receiving critical feedback without taking it personally strengthens relationships.
  • Willingness to Work Together Again: A sign of a strong relationship is reports willing to work for the manager again in the future.

Strive to Be Human, Not a Boss

Managers should show empathy and care:

  • Respect and Care: Genuine support is foundational. Understanding and respecting reports on a personal level helps build trust.
  • Investing Time: Regular one-on-ones focused on the report's needs help build better relationships and increase their success.
  • Honesty and Transparency: Clear communication about performance expectations and standing is crucial.
  • Admitting Mistakes: Being open about personal mistakes and growth areas builds authenticity and trust.

Help People Play to Their Strengths

Recognize and leverage individual strengths for better team performance:

  • Recognition: Genuine and specific recognition can be highly motivating.
  • Focus on Strengths: Encourage team members to grow in areas where they excel.
  • Balancing Focus: While addressing issues is important, investing in top performers can deliver significant returns.

The One Thing You Shouldn't Tolerate on Your Team

Avoid having toxic individuals, no matter their talent:

  • Toxic Behavior: Such behavior harms overall team effectiveness and should not be tolerated.
  • Upholding Values: It's possible to find talented individuals who are also collaborative and kind.

You Don’t Always Have to Make It Work

Recognize when fit and alignment issues cannot be resolved:

  • Fit and Motivation: Understand that personal and organizational values must align for long-term success.
  • Reassignment: Sometimes, moving an individual within the organization is the best solution.
  • Acceptance: Accept that sometimes parting ways is the best outcome for both the individual and the team.

Make People Moves Quickly

Address performance issues swiftly and compassionately:

  • Effective Coaching: Regular honest conversations can sometimes resolve issues.
  • Decisive Actions: If alignment or skill gaps are severe, moving the person to a different role or letting them go might be necessary.
  • Future Focus: Concentrate on supporting the individual’s next steps and use the experience to improve as a manager.