George Bernard Shaw’s quote, “He who can does; he who cannot, teaches,” has always stung a little bit for me. I consider myself a teacher, and it puts a kernel of self-doubt in my work that I can’t really do. But then I read an opinion piece in the New York Times that suggests that people who can, can’t teach. It’s a slight twist that recognizes teaching is an important skill in its own right.

As we discussed in last month’s article, growing a business requires new skills. Much of your day will be spent managing other people so they can do the things you used to spend the day doing. In other words, you need to teach. But just because you can do doesn’t mean you can effectively teach others to do the job.

Teaching in the context of the work-environment is about leadership and management. As the owner of a growing business, you need to hone this new skill.

Google wanted to know what makes a good leader, so in 2008 they conducted a research study to answer the question (they updated the research in 2017). According to Google’s research, a successful manager:

  1. Is a good coach;
  2. Empowers team and does not micromanage;
  3. Creates an inclusive team environment, showing concern for success and well-being;
  4. Is productive and results-oriented;
  5. Is a good communicator — listens and shares information;
  6. Supports career development and discusses performance;
  7. Has a clear vision/strategy for the team;
  8. Has key technical skills to help advise the team;
  9. Collaborates across Google (in more generic terms, collaborates across the business units); and
  10. Is a strong decision-maker.

You really do need different skills as you grow your business. Coaching is the #1 skill; having key technical skill, while important, is #8. All of the sudden, your strong technical skills as a farmer or businessperson just aren’t as important.

So how do you become a better manager? You become a good coach! And along with being a good coach, you’ll be a better communicator (#5), create a positive environment (#3), empower your team (#2) and support career development (#6).

To be clear, Google is a far different business than any farm or small business. Besides the sheer size of the business (and number of employees), the product is vastly different, and the education and skill level of the employees can vary, too. Further, the project scope for farming is shorter than for Google: farm projects are completed in daily and weekly increments, whereas Google projects (I’d assume) are completed in quarterly and annual increments.

Nonetheless, these behaviors can be applied to a farm manager or small business owner.

I worked with a coach that outlined a 5-step process of coaching that can apply to being a good leader and manager.

1. Clarify

Clarify your vision for yourself, your team members and the company. Some questions you can ask:

  • What do you want for yourself?
  • What does your role look like when things work well?
  • What is your team doing?
  • Where is your company one year from today? If Julia meets you at a bar one year from today, and we’re celebrating a great year, what are we celebrating?

2. Strategize

Now that you have a clear goal, what do you need to do to get there? Some questions to ask yourself:

  • What people do I need to hire to achieve my vision? What will they do?
  • What new infrastructure do I need? How will I finance it?
  • What financial benchmarks do I need to set for myself?
  • What milestones do I need to set for my myself and my team?

3. Plan

With a strategy laid out, you can create a plan. You’ve set milestones and benchmarks. Part of your plan will include:

  • Checking-in points with yourself and your team. Are you on track to meet your goals, whether it’s getting acreage into production, securing financing, finding new sales channels or managing costs.

4. Act

Get going on your plan and be sure to check in on yourself and your team, as set out in plan.

  • Hold your team accountable; and make sure they do the same for you.
  • Let your employees be the boss: your job as manager is to help them succeed. Ask the simple question of your employees: “How can I help you do your job better?”

5. Realize

This isn’t so much as action item as it is acknowledging your success and achievements in growing your business?

Are you a reluctant manager? Where do you struggle? What techniques have you found to work for you? Drop me a line. I’m working on case studies for my next book and would love to hear from you.

leadership Management