Your Growth Starts With This Question

This is the $100,000 question for managers: "How would you know?"

I love this question for so many reasons, but mostly because it forces us into a state of self-audit and intentionality.

Let’s say you’ve been managing for a while, you’re comfortable with your team, things are running pretty smoothly, folks collaborate well, not a lot of drama or problems. If I asked, you might tell me your team is good or that communication is good.

My question back to you then is: How would you know?

By sitting with that question, it forces you to think about the proof. What is the evidence that communication is, in fact, good? Or that the team is, in fact, good? How would you know? Are there tangible signs that you can point to?

This self-audit requires getting real with the question and the answers it brings up. In my opinion, the best managers are those that ask really good (and sometimes tough) questions about themselves and their team AND are willing to stay open and receptive to the answers.

Maybe an example would help here - Let’s use "best friend" instead of manager. How would you know if you were a great best friend? For starters, you’d know because:

️> You connect with them frequently
️> You remember important things in their life
️> You celebrate them
️> You support them
️> You listen to them
️> You ask them how you can be a better friend (yes, you can do this!)

This is tangible evidence that you are doing your part in the best friendship. And, if you recognize the theme here, all are based on your effort.

Friends, remember even if you do all of these things your best friend still may not nominate you for BFF of the Year. The point is, you’ve done your part by getting the proper manager training and put in the effort that’s necessary to be in consideration in the first place.

Managers, are you putting in that same effort for the people on your team?

Are you doing the tangible things that contribute to the outcome you want – which, by the way, if the goal is to be a good manager the list might be really similar to one above:

️> You connect with them frequently
️> You remember important things in their life
️> You celebrate them
> You support them
️️> You listen to them
> You ask them how you can be a better manager

We get so wrapped up in our day-to-day coupled with the speed and intensity of work that days and weeks often go by without the time or space to think about our virtual leadership training, In-Person Training and leadership coaching.

Using a simple question like, "How would you know?" jiggers us back into being intentional about the efforts we make and the outcomes they produce.

p.s. Practice with this question in your personal life…How would you know you were a great spouse? A great parent? A great sibling?

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About The Author

For the past two decades, Cecilia Gorman has helped advertising agencies and other creatively-minded companies fix costly communication and productivity issues by teaching managers how to become better connectors, motivators, and leaders. Cecilia is the author of Always Believe In Better, creator of the digital learning course for managers—Manager Boot Camp, and co-founder of the global training and support community for working women—Empowership.

Interested in growing your skills as a manager? Check out how Manager Boot Camp might help.