A Tough One for Mangers but Critical

Managers are obviously a part of an organization’s leadership team.

💠 And part of that job is to represent that team to the manager’s direct reports.

Even when the manager does not necessarily agree with its decisions.

This does not mean that the manager must woodenly nod along, then repeat a rehearsed party line.

Nor should the manager clearly state that they completely disagree with the decision, but that their hands are tied.

𝘽𝙪𝙩 𝙞𝙩 𝙙𝙤𝙚𝙨 𝙢𝙚𝙖𝙣 𝙩𝙝𝙖𝙩 𝙢𝙖𝙣𝙖𝙜𝙚𝙧𝙨 𝙢𝙪𝙨𝙩 𝙘𝙤𝙢𝙢𝙪𝙣𝙞𝙘𝙖𝙩𝙚 𝙡𝙚𝙖𝙙𝙚𝙧𝙨𝙝𝙞𝙥 𝙙𝙚𝙘𝙞𝙨𝙞𝙤𝙣𝙨 𝙬𝙞𝙩𝙝 𝙧𝙚𝙨𝙥𝙚𝙘𝙩.

And, to the extent possible, help the team understand the reasoning for them.

Even if they don’t agree with the decision, and perhaps fought hard against it, behind closed doors.

✅ Because a manager representing the leadership team above them as inept or weak, undermines them.

✅ Plus, if discovered, destroys the trust that a manager’s boss has in them.

✅ As well as causing direct reports to become cynical of the manager, and, likewise, to distrust him or her.

✅ In the long run, impacting his or her effectiveness.

Bottom line, a strong manager will not cultivate an “us vs. them” mentality between their teams and leadership.

And will, instead, effectively communicate difficult decisions, in a measured, considerate manner.

Notwithstanding the various nuances at play, depending on what decision is under discussion, at any given time.

𝙄𝙩 𝙞𝙨 𝙖𝙡𝙡, 𝙤𝙛 𝙘𝙤𝙪𝙧𝙨𝙚, 𝙥𝙧𝙚𝙙𝙞𝙘𝙖𝙩𝙚𝙙 𝙪𝙥𝙤𝙣 𝙖 𝙝𝙚𝙖𝙡𝙩𝙝𝙮 𝙘𝙪𝙡𝙩𝙪𝙧𝙚.

One where, managers are provided with solid people management training and coaching.
Including the importance of presenting a united front.

🚩And one where, hopefully, open discussion is possible, without fear of reprisal, before decisions are finalized.

Where managers feel they are genuinely heard, and the impact of any specific message can be discussed in advance.

Meaning that even if the manager’s preference is not what is finally decided, he or she is ok with delivering the news.

On the other hand, if healthy disagreement is not permitted, then it points to a toxic culture.

𝙊𝙣𝙚 𝙬𝙝𝙚𝙧𝙚 𝙢𝙖𝙣𝙖𝙜𝙚𝙧𝙨 𝙬𝙞𝙡𝙡 𝙣𝙤𝙩 𝙗𝙚 𝙚𝙣𝙜𝙖𝙜𝙚𝙙, 𝙢𝙚𝙖𝙣𝙞𝙣𝙜 𝙩𝙝𝙖𝙩 𝙞𝙩 𝙞𝙨 𝙣𝙚𝙭𝙩 𝙩𝙤 𝙞𝙢𝙥𝙤𝙨𝙨𝙞𝙗𝙡𝙚 𝙩𝙝𝙖𝙩 𝙩𝙝𝙚𝙞𝙧 𝙚𝙢𝙥𝙡𝙤𝙮𝙚𝙚𝙨 𝙬𝙞𝙡𝙡 𝙗𝙚.

But in a healthy culture, the manager must be strong enough to deliver unpopular decisions in a calm and matter-of-fact manner.
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Anything else reflects poorly on the manager.