Management is all about getting things done with and through others -- focusing on HOW the work will get done: WHO will do WHAT by WHEN.
There is an additional question that unlocks greater productivity and impact. We simply need to (re)ask ourselves: WHO should personally benefit from my work? When we step back and lift our thinking in this way, we can cut through low priority distractions and uncertainties. In other words, when a very human – interpersonal – sense of purpose is elevated, we work smarter.
Even a small amount of attention on this “other who” – instead of on the parts of the HOW – helps a leader or team to be more productive, resourceful, decisive, and fulfilled.
Here are four examples that boost wisdom and impact:
- When a social services manager truly puts themselves in their clients’ shoes, understanding all the challenges of those they serve, they uncover removable obstacles to delivering better service and also discover ways to leverage their clients’ strengths and motivations.
- When a leader is deliberating how to use (and not over-use) their authority and expertise and what to delegate, if they consider the long-term value to the team of more on-the-job learning -- even if it is not the fastest, easiest, low-risk path – they have better retention and morale and a stronger leadership bench.
- When a professional explicitly asks what will generate the most ease and clarity for a stressed boss or new client, they can make smarter decisions about their own priorities and earn greater access and trust.
- When nonprofit board members connect more fully with those the organization serves, board members become more personally active, innovative, and generous.
If this idea resonates with you, where might you bring a fresh dose of curiosity around those who should benefit from your work? And how can that inform better choices? This “other who” can be a secret sauce to use more liberally with the Who-What-How-When work management recipe you follow every day.
