Care - Currency for managers to build thriving teams
During a recent conversation with a new manager, I was asked a simple yet thought-provoking question: "What were the key things you focused on as a new manager, and what did you learn?" This made me reflect, and I realized that sharing my experience could help other new managers while also teaching me based on their experiences
Fortunately, when I started as a new manager, Microsoft provided excellent manager training and internal communities that I could reach out to for guidance. One powerful framework that I learned about was the Model, Coach, and Care model, which Microsoft has open-sourced and highly encourages all aspiring managers to internalize. Looking back, I would propose that new managers should focus on CARE as a critical area to double down on.
These are the two principles of Care which I have gleaned to be the most important ones
Build Understanding and Trust
Employees value authentic leadership and will not thrive until they believe their leader cares about them. Building that trust and connection also requires managers to be vulnerable and provide a level of access of their own selves.
It is really important to know your teammates, intently listen and understand what drives their happiness within the context of work as well as outside. You may not be able to help or even guide in situations which are outside of work but it is perfectly fine to just be there and create a safe space for your teammates to discuss and give confidence that you are going to be there when needed.
Showing care and building trust is also about micro moments. There is not going to be that one incident or a 1:1 moment where you can show care and be done with it. If we are genuinely living that being it will reflect in all micro moments - checking how a person is feeling after they took a day off for being sick, listening when they talk about their neighborhood issues, asking how memorable their vacation was etc. In some scenarios, your teammates might not want to talk too much about their personal lives and we should also acknowledge that is fine. Over time we will develop judgement around who to talk to, what to talk about and where you would stop so that it does not invade on their privacy.
Know everyone’s capabilities and aspirations
As managers we are expected to care about employees unique needs and experiences. Invest time in seeking to understand every individuals capabilities, ambitions and continue to scan for opportunities where their strengths and motivations intersect. Take time to reflect as well as discuss with your teammates on how their motivations and desires have evolved over time.
It is also important to be authentic and realistic about the opportunities which exist within your team and guide or point them to places where they can fully thrive if in case they are not well setup in your team.
Caring about an employee also does not mean you tiptoe around employees weaknesses. Be clear, have regular feedback loops on your teammates growth areas which in turn will help them to navigate and grow their career. Some employees also are looking for managers who can challenge and push them to reach their full potential and hence you need to ensure you push them outside their comfort zone and at the same time provide constructive feedback along the way
Looking back, I realize that I should have prioritized CARE more than even Model and Coach. As a new manager transitioning from being an independent contributor, there is a natural tendency to model IC behaviors to help your team learn. However, showing care, building trust, and being enthusiastic about developing people based on their unique needs and experiences would create exponential benefits.
What pointers would you give to new managers ? What were your reflections and learnings from your journey as a manager ?