In the movie Patch Adams Arthur is one of the unusual psych ward characters who unwittingly teaches Patch something about becoming a physician.
“What do you see?” he asks holding up four fingers in front of his face. “Four,” Patch sheepishly replies. Committed to his message, Arthur emphatically repeats the exercise, “What do you see?” Patch Adams replies, “Four.” “No”, he instructs, “see the people.”
As you look at your staff or better yet the employee right in front of you, what do you see? Yes, everyone chants: “Our most important asset.” Really? Do they know it? Believe it? In their daily experience of being “managed” do they feel it? What is the message your business (personal) behavior delivers?
So how do you deliver the message to your employees: “I see you as a person”? What behavior might you use to improve your performance as a people leader or people developer?
Here are a few simple ideas:
1. Watch your body language. How do you present yourself? Going down the hall do you avoid eye contact…lock eyes with your Blackberry…intimidate others with your “I’m very busy” look? At your desk do you allow the “ping” from your desktop to interrupt and distract? Is that pop up regarding another e-mail more important than the person sitting in front of you? Really? Or do you smile, make eye contact and acknowledge the people?
2. Invest one-on-one. With all the electronic communication do your direct reports have face time with you? Real – uninterrupted – dedicated – “you’re important in my world” time? Beyond the reports, reviews, or project updates? What happens as you connect with them as people…people having a life outside the office? Do you really connect?
3. Ask, and you’ll know. Use simple, but great questions like the following to help you “see the people”:
a. “If you were managing you, what would you be sure to do?”
b. “If you were managing you, what would you be sure not to do?”
c. “What are your dreams?”
d. “What can I do for you today, how may I help?”
e. “What’s your biggest challenge right now?”
4. Give them a voice. Do you interrupt? Finish their sentences? Do you have to add your “two cents worth”? Do you take the credit? DID you already know “that”…and do they know you knew? Does it matter? Can you just say “Thank you”?
Commenting on Patch Adams, Director Tom Shadyac observed, "Patch is a healer who tries to find out what makes you tick. What do you like? What excites you? What’s your passion? Fulfilling his patients’ fantasies increases their endorphin levels and their desire to recover." Could it be that this is what leaders and great talent managers do?
As you look at your staff or better yet the employee right in front of you, what do you see? Yes, everyone chants: “Our most important asset.” Really? Do they know it? Believe it? In their daily experience of being “managed” do they feel it? What is the message your business (personal) behavior delivers?
So how do you deliver the message to your employees: “I see you as a person”? What behavior might you use to improve your performance as a people leader or people developer?
Here are a few simple ideas:
1. Watch your body language. How do you present yourself? Going down the hall do you avoid eye contact…lock eyes with your Blackberry…intimidate others with your “I’m very busy” look? At your desk do you allow the “ping” from your desktop to interrupt and distract? Is that pop up regarding another e-mail more important than the person sitting in front of you? Really? Or do you smile, make eye contact and acknowledge the people?
2. Invest one-on-one. With all the electronic communication do your direct reports have face time with you? Real – uninterrupted – dedicated – “you’re important in my world” time? Beyond the reports, reviews, or project updates? What happens as you connect with them as people…people having a life outside the office? Do you really connect?
3. Ask, and you’ll know. Use simple, but great questions like the following to help you “see the people”:
a. “If you were managing you, what would you be sure to do?”
b. “If you were managing you, what would you be sure not to do?”
c. “What are your dreams?”
d. “What can I do for you today, how may I help?”
e. “What’s your biggest challenge right now?”
4. Give them a voice. Do you interrupt? Finish their sentences? Do you have to add your “two cents worth”? Do you take the credit? DID you already know “that”…and do they know you knew? Does it matter? Can you just say “Thank you”?
Commenting on Patch Adams, Director Tom Shadyac observed, "Patch is a healer who tries to find out what makes you tick. What do you like? What excites you? What’s your passion? Fulfilling his patients’ fantasies increases their endorphin levels and their desire to recover." Could it be that this is what leaders and great talent managers do?
Think about one of your mentors; what did they do for you that you could do for some on your staff? What do you think happens to employee engagement, productivity, retention and loyalty as you and your management team “see the people”?
The pressure is on to do more with less; the associated stress exposes weaknesses in leadership. The commitment to “see the people” has never been more important. The ability to see the people is a characteristic of great leaders.
