Managing isn’t glamorous. Half the time, you’re solving problems you didn’t create, juggling personalities that don’t mix, and trying to keep projects moving when half the team’s working from a different time zone. But the managers who inspire, support, and adapt are the rare managers people would follow even if free snacks weren’t involved.
Lesson 1: Emotional intelligence is non-negotiable.
A big aspect of leading others is about understanding what makes your team tick. Emotional intelligence (EQ) is what you need here. It’s all about being aware of your emotions, understanding others’ emotions, and using that insight to guide you.
Here’s how to boost your EQ:
- Listen more, talk less. Seriously, just listen. People want to feel heard.
- Keep calm. It’s okay to feel upset or stressed, but remember, during a crisis, your team looks to you for stability. If you stay composed, they will follow your lead.
- Tap into your empathy. For example, Reshma Saujani understood how hard and rare it was for young women to pursue the IT field, so she founded Girls Who Code camps. Warren Buffet said, “If you’re in the luckiest 1 percent of humanity, you owe it to the rest of humanity to think about the other 99 percent.” Empathy creates connections, builds trust, and is one of the most genuine expressions you can share. And it’s a trait every leader has to possess.
When you master emotional intelligence, you’ll be the kind of leader who gets people to go the extra mile—not because they have to, but because they want to.
Lesson 2: Growth is a team sport.
A growth mindset turns “oh no, we messed up” into “okay, what did we learn?” and keeps people improving instead of sulking. As a manager, your job is to make sure your team buys into this mindset—because “we tried, we failed, let’s never try again” isn’t exactly a winning strategy.
Here’s how to promote a growth mindset:
- Let them fail. Sounds weird, but it’s true. Give your team space to take risks and learn from mistakes. It’s how they grow.
- Give feedback that is practical, actionable, and that actually helps. Instead of just pointing out what went wrong, show your team how they can improve. Focus on the process, not just the results.
- Recognize the effort, not just the wins. When people feel valued for their hard work, they’ll keep pushing themselves.
A team with a growth mindset is resilient, innovative, and always looking to get better.
Lesson 3: Diversity makes your team so much better.
Diversity isn’t just a corporate slogan—it’s what keeps teams from all thinking (and failing) the same way. Different viewpoints mean more creativity, fewer blind spots, and stronger results.
Here’s how to make diversity work for you:
- Value every voice. Ensure everyone has a chance to contribute, not just the most vocal. Fresh perspectives drive smarter, more innovative decisions.
- Hire for potential, not just fit. Look for people who bring something new to the table, even if they don’t fit the traditional mold.
- Celebrate what makes everyone different. Encourage your team to share their unique backgrounds and experiences. It makes the workplace more interesting.
Diversity doesn’t just look good—it makes the work better and the ideas bigger.
Lesson 4: Being tech-savvy is genius.
If every minor tech hiccup has you panic calling IT, you’re not just slowing yourself down—you’re slowing down your whole team. Today’s managers need more than people skills and a calendar full of meetings; they need to be comfortable with the tools that keep work moving. Why? Because nothing kills credibility faster than not knowing how the basic systems your team lives in actually work.
Here’s why you should step up your tech game:
- It builds credibility. When you can troubleshoot a glitch in Asana or set up a Zoom breakout room without calling in backup, your team sees you as competent, not clueless.
- It saves time. Waiting for IT to fix every minor hiccup is like calling a mechanic every time your car’s gas light comes on. Learn the basics, and projects won’t stall for no reason.
- It makes you independent. A tech-savvy manager isn’t held hostage by the “one guy who knows the system.” You can step in, adjust, and keep things moving.
Master the basics, stay curious about what’s out there, and you’ll not only keep your team connected and efficient, you’ll also stop being that boss who needs IT to reset their password every month.
Lesson 5: Downtime makes people more productive.
Burnout isn’t just about being tired—it’s about hitting that point where even opening your inbox feels like running a marathon in flip-flops. If you want your team to stay motivated (and, you know, not hate their jobs), you need to set the tone for work-life balance.
Here’s how to keep your team (and yourself) balanced:
- Don’t overload your team with unrealistic deadlines or endless to-do lists. Quality over quantity, always.
- Be flexible. Whether it’s remote work or flexible hours, give your team the freedom to manage their time in a way that works for them. And be bold: Test out 4-day work weeks and see how it affects productivity.
- Encourage time off. Make sure your team takes their vacation days. Rested employees are happier and more productive.
When you prioritize work-life balance, you’re not just being a good boss—you’re creating a workplace where people want to stay.
Lesson 6: Empower, don’t micromanage.
Nobody enjoys being micromanaged. It kills morale, crushes creativity, and makes people dread their jobs—and you. Instead, focus on empowering your team by giving them the autonomy they need to succeed.
Here’s how to empower your team:
- Delegate and trust. Empower your team to take ownership by giving them the tools and training they need. Then, step back and trust them to deliver.
- Encourage decision-making. Let your team make decisions within their areas of expertise. It builds confidence and accountability.
- Invest in their growth. Provide opportunities for professional development through courses or coaching. When your team grows, so does the company.
Empowered employees are more engaged, more innovative, and more committed to their work.
Great leadership isn’t learned from a textbook—it’s built through experience, feedback, and a willingness to grow. Our SAGE-M 360 and MANSSA 360 have helped managers uncover blind spots and strengths, while our Leadership Coaching Program turns those insights into real improvements. Book a 20-minute consultation with our coach.