Editorial
Last week marked a significant moment in my life as a parent. I moved my twin daughters to their respective universities for their first year of college — one at the University of Arizona and the other at San Diego State University. The experience was a whirlwind, first getting one daughter settled in Tucson, then hopping on a plane to San Diego to do the same for the other.
While exhausting, the process was more than just a logistical challenge; it was a profound emotional experience. Standing in their dorm rooms, surrounded by boxes and the remnants of childhood memories, I realized this was also a transition for me. My role as a parent had to shift to suit their newfound independence and maturity, from my start as a Captain who gives clear instructions and sets strict boundaries to being the Coach who provides a set of plays and instructions to my newfound role as Counselor who offers advice and support without direct intervention.
A Parallel in the Workplace
The similarities between parenting and managing employees are obvious. Just as my daughters have graduated to a new stage in life, employees also go through stages in their professional journey. Whether it's due to lack of experience, adjusting to a new role or the desire to become more self-sufficient, employees need different types of support and leadership.
By understanding where an employee is in their development and adapting our management style accordingly, we can better support their growth and success.
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The 3 C's Model for Employee Management
As a manager, it’s crucial to understand where each employee is — not only in terms of their career stage, but also their understanding of their roles, responsibilities and aspirations. By adapting your management style to meet employees where they are, you can effectively support their growth and help them reach their full potential.
1. Captain Phase: Direct Management and Instruction
New employees or those inexperienced in their role will benefit from having a Captain, someone who provides clear instructions, direct supervision and structured guidance. This is especially true for:
- New Hires: People unfamiliar with the company culture, processes and expectations who would benefit from guidance.
- Employees New to a Role or Project: Even experienced employees may need explicit guidance when they step into new roles or tackle unfamiliar projects.
- Younger, Inexperienced Employees: Those who are new to the workforce need more direction and clarity to develop foundational skills.
Management Approach:
- Be Direct: Provide explicit instructions and guidelines. Set clear expectations and define objectives.
- Structure and Monitoring: Regular check-ins ensure tasks are understood and carried out correctly.
- Training and Resources: Offer necessary training and resources to develop essential skills and knowledge.
Key Focus: Building trust, establishing a clear understanding of expectations, and ensuring tasks are completed correctly and efficiently.
2. Coach Phase: Guidance and Encouragement
When employees reach the stage where they have a basic understanding of their role but need guidance on how to execute tasks effectively and optimize their performance, they've reached the Coach stage. This phase is ideal for:
- Employees With Some Experience: Those who understand their job but still need guidance in certain areas.
- Employees Taking on New Challenges: As employees take on new responsibilities or projects, coaching provides the support needed to navigate these challenges.
- Developing Leaders: Employees who show potential for leadership roles benefit from coaching to hone their decision-making and strategic thinking skills.
Management Approach:
- Provide Guidance, Not Orders: Offer advice, share best practices and encourage employees to think through problems.
- Empower Decision-Making: Encourage employees to make decisions while providing a safety net for mistakes.
- Regular Feedback: Offer constructive feedback to help employees grow and improve.
Key Focus: Empowering employees to develop their own problem-solving skills, encouraging autonomy and fostering confidence in their abilities.
3. Counselor Phase: Support and Mentorship
As a Counselor, the manager becomes more of a mentor. This phase is appropriate for employees with significant experience and competence in their roles. They are largely self-sufficient but still benefit from the availability of counsel and mentorship. This is best suited for:
- Experienced Employees: Individuals who have demonstrated the ability to manage their workload effectively with minimal supervision.
- Senior Staff and Leaders: Employees in leadership roles who need a sounding board for strategic ideas or decisions.
- High Performers: Those who are capable and motivated, seeking personal and professional growth opportunities.
Management Approach:
- Act as a Resource: Be available to offer advice, perspective and support when needed.
- Encourage Self-Reflection: Help employees reflect on their own experiences and decisions to foster growth.
- Facilitate Growth: Provide opportunities for development, encourage continuous learning and support career advancement.
Key Focus: Supporting employees’ long-term development, providing mentorship for leadership growth and encouraging independent problem-solving and innovation.
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And They’re Off ...
As I left my daughters at their respective universities, I felt a mix of pride, excitement and a little bit of apprehension. I knew they were ready to navigate their new worlds, equipped with the guidance and support my wife and I had given them over the years. This experience reinforced what I’ve learned about leadership both as a parent and a manager: the goal is not just to direct or teach but to prepare those we care for to become confident, self-reliant individuals. Whether it's our children heading off to college or our employees stepping into new roles, the ultimate measure of our success is their ability to thrive independently.
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The core message I want you to remember is this: By adapting your leadership style to meet people where they are — be it as a Captain, a Coach or a Counselor — you empower them to grow, succeed and eventually lead themselves.
So, as you guide your team, think about the role you need to play in their journey today. Are you steering them with a firm hand, offering strategic plays, or standing back as a trusted advisor? The most effective leaders are those who can transition seamlessly between these roles, fostering a culture of growth, trust and independence.
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