A little-recognized but oft-experienced reality is that to manage employees effectively, managers need to have fairly well developed acting skills. Stated another way, managers need to always be aware of how they present themselves and the impact of their behaviors on their subordinates.
So what does this mean in practical terms? Think of these common scenarios:
- An employee has repeatedly performed or behaved badly despite repeated discussions of the problem. You’re frustrated and angry, but you don’t want to show it. Your role: calm, firm and clear setter of expectations and consequences.
- You’re having a really bad day. It’s OK to hide somewhere if you can, but you don’t want to be cranky and angry or icy and formal with your employees. Can’t you be real once in a while? Unfortunately, no: employees get confused by a boss they see as unpredictable and up and down. They also have long memories for slip-ups. Your role: the consistent grown up.
- You really click with some of your employees and not with others. Your tendency would be to hang out with and favor in subtle ways the ones who are pleasant, easy to get along with, and have a good sense of humor, while steering a little clear of the others. Not good. Your role: the parent who cares about all of his or her children equally.
This is not easy. But it may help to recognize that it’s your job and not the place to self-actualize and express your emotional self. Also, if you remember that you’re playing a role – manager –that in itself can give you some distance from the emotional travails of managing people.
One caution, however, about playing this role: you also need maintain a level of authenticity and interact with others on a human level. These are not necessarily inconsistent demands. You can play a role but still retain your fundamental personality and come from a genuine place of caring. Those qualities will shine through even as you always present yourself as the proper manager.
What are your thoughts about manager as actor? ~Amy Stephson