[Special 2-Part Series] Part 2 – 8 Ways Middle Managers can Develop their Leadership Skills

In the first of this two-part post on how managers can develop leadership skills, we focused on:

1. Grow your employees’ confidence

2. Give your employees the opportunity to lead

3. Be on guard for trouble in the horizon

4. Give feedback in a timely manner

In this second part, we will explore the following four growth-in-leadership methods further:

5. Show empathy

6. Don’t play favourites

7. Give employees your full attention

8. Motivate your employees

5. Show empathy

Once you’ve adopted a managerial role with responsibility for others, you don’t need to put on a tough front. Your employees aren’t your friends, but that does not mean you can’t be a caring manager. Do you have an employee who gets exasperated discussing colleagues or workplace-related issues? Let him get it off his chest, or learn how to calm him down so that he can direct his energy towards his job and his projects. As a empathic manager, you gain your employees’ trust. Give your employees space when they’re going through a personal issue, make time for them if they need a listening ear, and don’t be quick to arrive at conclusions, because it’s not your place to do so.

“Empathy is being concerned about the human being, not just their output”

– Simon Sinek

6. Don’t play favourites

While managers may try to stay neutral, they may not be able to avoid showing favouritism towards one or two colleagues. This is especially true of teams that are dispersed in different locations, but one or more employees are in the same location as the manager. There will be the natural tendency to bring them along to important engagements, or socialise with them after work. While there’s nothing wrong with including your employees in critical meetings or having an after-work drink, don’t let it affect the way you treat them vis-a-vis the others who are not in the same office, city or country. Be fair with everyone in your team.

“To be a good manager of people requires both fairness and bluntness”

– James Cook

7. Give your employees your full attention

When you’re having one-on-ones with your employees (we hope you are), what do you normally tend to do? Especially with safe-distancing measures in effect and many still continuing to work from home – are you fully focused on the meeting, or are you multi-tasking while your employee is pouring out his heart to you? Be present during meetings with your employees, and don’t be distracted by email or your mobile phone. There is a high chance your employee will be able to tell if you’re focused on the meeting, or if your attention is elsewhere. Listen actively, take notes, and have an engaging conversation. Your employees are looking to you for guidance, and your help to clear their roadblocks (mental or otherwise). Help them overcome their hurdles so that they can achieve the best possible results for their projects, and for your team

“Be somebody who makes everybody feel like a somebody”

– Brad Montague

8. Motivate your employees

There is no shortage of literature around this topic. From Harvard to Forbes, from Inc to the SHRM, expert coaches and development practitioners have extoled the virtues of motivating employees the right way. When speaking with your employees, what’s your tone like? Do you discuss ongoing and upcoming projects only, or do you ask questions like, “What kind of work do you feel will make you very excited? Any game-changing, or big, hairy, audacious ideas up your sleeves?”. Try it with your team – and you might just see a twinkle in their eye. Challenge them to think big, to experiment and do new things. Often, employees look to their manager to plan their career development and growth in the company. Get your employees to think for themselves, but be their cheerleader and be the wind beneath their wings.

“Leaders become great not because of their power, but because of their ability to empower others”

– John C. Maxwell

For the manager, developing leadership skills is a continuous process. From the moment you become responsible for another individual’s growth and development, you can hone your skills in guiding and mentoring. Keep these lessons close to you, and always look out for opportunities to practice them. You’ll see that there are many opportunities daily and all around you to sharpen your leadership skills.