How to be a "CUTE" manager - A newbie's perspective!

How to be a "CUTE" manager – A newbie’s perspective!

I understand the skepticism you would be feeling at this point. Who is this newbie, with less than seven years of professional experience, to write about the art and science of managing and leading others, a field which many experts and leading thinkers have spent decades researching and writing!

I agree that perhaps I am not even qualified to comment. In fact, the CUTE acronym which I will build upon may not even be MECE (mutually exclusive, collectively exhaustive). I get that. However, the article offers a few perspectives, a few nuggets based on my experiences and my observations. So please bear with me.

Over the years, I have come across diverse kinds of managers. There were a few that added absolutely no value but were at the forefront when it came to claiming credit. There were a few who were fabulous individual contributors but didn’t care about their teams.

On the other hand, I was fortunate to meet some truly inspiring managers who led by example. While each person was unique, one thing in common was they were all CUTE…

Consistent – While charisma, confidence, and clarity of thought are all very important traits, what sets a good manager apart is “consistency”. The ability to put the best foot forward and be consistent in conduct and showing resilience in moments of panic and ambiguity is truly an underrated skill. While it may seem intuitive, let’s all take a step back to think about all the moments where we lashed out at a co-worker for no fault of theirs, or showed panic and frustration after a meeting gone awry. Is there a way we can project calm with our teams even when our minds may be ruffled? It is often said that when the going gets tough, the tough get going. And the first step to achieve that is controlling the mind. Calmer and consistent managers have healthier relationships with their teams, and a greater sense of belief that the manager will have the team’s back in difficult situations, which often leads to greater productivity and satisfaction.

Unafraid – Best managers are those that are “unafraid” in many ways. Unafraid to let go of control and truly empower their teams, unafraid to be authentic, unafraid to be humble and vulnerable, unafraid to take the back seat and let their teams thrive and receive credit, unafraid to try new things and change status quo, unafraid to give pointed, candid feedback to their teams, and most importantly, unafraid to stand up for what’s right, even if it may be contrary to popular beliefs. Managers can be truly unafraid when they are able to put their best foot forward to bring about a positive change in their team’s culture. So, can we all take a moment to reflect on the last time we took a stand? Can we all take a moment to reflect on the last time we voiced an opinion or shared an idea to change status quo?

Trustworthy – Research suggests that one of the key reasons why employees quit is lack of trust in their bosses. Empathy, empowerment, investing in team members’ growth, and authenticity are some of the few ways managers can build and strengthen trust. At the same time, being a good listener, expressing gratitude, and being there when it matters are absolutely critical traits to become a “trustworthy manager”. Some of the best individual contributors struggle to become good managers and leaders solely because their teams do not trust them enough. I am a big fan of the FISH philosophy, perhaps because it emphasizes trustworthiness beautifully through the principles of a) Make their day and b) Be there. Trust can be demonstrated in each and every interaction with the team. Can we all reflect upon the last time when we proactively invested in someone’s career? When was the last time we proactively looked for an opportunity for a team member? When was the last time when we truly heard a person’s fears and dreams without judging them or jumping to offer solutions? Trust can’t be forced; trust takes years to build – but it’s not impossible. All it needs is a genuine heart and intent to make a difference!

Excellence-driven: I want to start with a quote that has stuck with me over the years, ‘Leader is one that knows the way, goes the way, and shows the way.’ A manager must always be excellence-driven and looking to take the team from “good to great” or in case of high performing teams, “from great to best”. Managers often fall into the pitfalls of day-to-day execution and delivery that they fail to acknowledge the bigger picture – what’s the vision, what’s the impact, where are we headed? Even after delivering successful projects, it’s rare to take a step back and reflect on what we could do differently if we have to do the same project again. The relentless quest for excellence and improvement is what separates a great manager from an average manager. Over time, this culture cascades throughout the team leading to higher motivation levels to proactively drive change, come up with new ideas and initiatives, and create a mutually-inspiring positive culture where everyone supports each other and invests in each other’s growth while being completely committed to taking the team to newer heights. But here’s the catch – this is easier said than done. Driving a culture of excellence takes years and is often peppered with an overdose of frustration, but great managers hang in there and nudge their teams towards greatness. And that’s what makes a difference!

In conclusion, I would say that we all have various role models within and outside our organization, within and outside our industries – be it our family or be it our favorite public figures. They are all pretty CUTE right?

Let’s take a moment to reflect – what can we do differently each day to become a role model for someone else? What can we do to become a little more CUTE each day?