“SERIOUSLY!?! WE HAD one goal this month—sell more frames—and we failed again! My team is just not motivated. I can’t get them to listen. Nothing is changing.” This frustration is shared by many managers and owners. If you’re having this conversation in your head, you need to become more of a leader than just a manager.
- A manager keeps order and tells people what to do. A leader sets an example that people can follow.
- A manager sets expectations and reprimands failure. A leader sets expectations and offers support.
- A manager is given a title. A leader earns respect.
Initially, being a manager is easier than being a leader. Being a leader takes more responsibility, effort, and vulnerability. You can put in extra effort to be a great leader and have a team that stands strongly beside you, or take the easy route and set rules you then must enforce.
Becoming a leader doesn’t happen overnight. It takes time to earn the trust of your team. I have helped hundreds of member doctors and managers become more leaderly. The result: Sales increase! Here are two shifts to move you toward leader status:
Reflection and responsibility: A leader takes responsibility for every action by their team. You must reflect upon how you have influenced any tough situation. When you can see your role and take responsibility for it, you can provide solutions. Your team feels supported and you earn their respect. In any situation, reflect upon the role you played or could have played even when it’s not your fault. Approaching any situation with this reflection and responsibility mindset allows you to work to find a solution.
Optician not selling multiple pairs? Tell them, “Everyone has different needs. I realize I may not be providing you with the right tools or maybe there are inefficiencies in the way we’ve done things. So, let’s dive into how I can help.” Then ask, “What’s in the way that’s making it harder to sell additional pairs? What part of the conversation about additional pairs do you find uncomfortable?” This allows the team member to reflect and think of solutions. Take note of their points, think on them, and implement a conversation, tool, or solution to address them. But if you don’t follow through you will lose trust. For a simple way to schedule these meetings and make sure you follow through, scan the QR code.
Learn together: The best managers and owners take time to learn with their teams. If they take courses, trainings, or have meetings, sit in on them. Learn. After, let them teach you. Repeat what they say and say things like “tell me more” or “oh, where would you use this?” This vulnerability will land authentically with your team. It shows you don’t know it all. It allows for them to refine their skills by teaching. It also allows for accountability and pride in what they learned.
Now some of you may be thinking, “I don’t have time for that.” This is about choosing your hard. If you are stagnant and laying down rules you must enforce, that is time-sucking and drains the energy out of you along with team morale. Yes, adapting to a new way can be hard, but having the team’s respect, having them respond with growth, improved sales, and added vitality is an effort no leader regrets.
