1. How many times does it take to get the point across? Everyone
has his or her own learning curve. Some are quick studies and grasp new
things like a sponge. Others take longer to learn the same things.
Remember back to when we were in school, learning something new for the
first time? Maybe you were the one that got it right away, it was
intuitive for you. Maybe you were the one that could not understand how
the Pythagorean theorem worked to save your life. Expecting everyone to
grasp concepts on the same timeline is unrealistic. Understanding how
people learn is the first step to helping get the point across.
2. How do they learn? Every child (or employee) has their own learning style and their own way of communicating effectively. Managers want to lead, teach and coach in their own natural learning style. This works great if your child or team member always shares your learning style. If they do not, you are in for a dysfunctional relationship unless you can figure out quickly how to effectively communicate with them in their own style. And yes, as the manager just like a parent, it’s up to you to adapt, not the other way around.
3. How best to discipline? My two year old is a typical terrible two. Do not get me wrong, she is a great, sweet little girl, but she is ornery and stubborn. When her brothers were her age, I could yell at them for getting out of line and they would straighten up quick. The oldest is a pleaser and he just wants to make you happy. You treat the little one that way and she melts down in a puddle of tears. Real tears, not the fake kind kids are so good at producing. Learning discipline styles and what works for your team is just as important as learning what motivates them. Everyone needs a boost or kick in the pants from time to time, but do it the wrong way and you will lose them. Learn how to coach them and you will have an ally.
4. How are they motivated? Everyone is motivated differently. Some people love being the center of attention and nothing will motivate them more to bust their butts everyday for you than praising them for a job well done in public, especially in front of their peers. Others cannot stand being in the spotlight, and so private acknowledgement works best for them. Many people could care less about benefits or special rewards for a job well done, while others thrive on those little extras or bonuses. Learning what motivates best is the quickest way to learn how to get the best out of those you are working with.
We are all different. Taking a step back and objectively comparing yourself to those you know should tell you that this is true. If we were all the same, this managing thing would be easy. Leadership would be a breeze. Just do everything the way I would expect it to be done and we would operate like a well-oiled machine. Unfortunately, this is not how it goes and anyone that has ever had to lead a group, manage a team, reason with young children or argue with teenagers can attest to the same thing. Trying to apply the cookie-cutter approach will never work. Ultimately, we have to accept the fact that to be a truly effective parent, leader or manager comes down to the same underlying premise: You have to get to know and understand the individuals you are working with to truly be able to lead, teach, coach and mentor them to success.
Posted by:
Matthew Motil
2. How do they learn? Every child (or employee) has their own learning style and their own way of communicating effectively. Managers want to lead, teach and coach in their own natural learning style. This works great if your child or team member always shares your learning style. If they do not, you are in for a dysfunctional relationship unless you can figure out quickly how to effectively communicate with them in their own style. And yes, as the manager just like a parent, it’s up to you to adapt, not the other way around.
3. How best to discipline? My two year old is a typical terrible two. Do not get me wrong, she is a great, sweet little girl, but she is ornery and stubborn. When her brothers were her age, I could yell at them for getting out of line and they would straighten up quick. The oldest is a pleaser and he just wants to make you happy. You treat the little one that way and she melts down in a puddle of tears. Real tears, not the fake kind kids are so good at producing. Learning discipline styles and what works for your team is just as important as learning what motivates them. Everyone needs a boost or kick in the pants from time to time, but do it the wrong way and you will lose them. Learn how to coach them and you will have an ally.
4. How are they motivated? Everyone is motivated differently. Some people love being the center of attention and nothing will motivate them more to bust their butts everyday for you than praising them for a job well done in public, especially in front of their peers. Others cannot stand being in the spotlight, and so private acknowledgement works best for them. Many people could care less about benefits or special rewards for a job well done, while others thrive on those little extras or bonuses. Learning what motivates best is the quickest way to learn how to get the best out of those you are working with.
We are all different. Taking a step back and objectively comparing yourself to those you know should tell you that this is true. If we were all the same, this managing thing would be easy. Leadership would be a breeze. Just do everything the way I would expect it to be done and we would operate like a well-oiled machine. Unfortunately, this is not how it goes and anyone that has ever had to lead a group, manage a team, reason with young children or argue with teenagers can attest to the same thing. Trying to apply the cookie-cutter approach will never work. Ultimately, we have to accept the fact that to be a truly effective parent, leader or manager comes down to the same underlying premise: You have to get to know and understand the individuals you are working with to truly be able to lead, teach, coach and mentor them to success.
Posted by:
Matthew Motil
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