Managing people in world with AI is different. Managers with goals of becoming leaders recognize that.
Before AI there were more layers of management. That gave managers opportunity to grow into leadership roles.
Today’s world it’s up to Managers to acquire the skills to set themselves apart.
Managers who want to become leaders need to become coaches first.
How do managers acquire 4 skills needed to become coaches, then leaders?
We can no longer rely on companies to teach us the skills managers need.
At every level Managers need ability to:
Observe
Discern
Evaluate
Decide
Observe…Managers can no longer “just do their job.” To grow they need to do more. How? By looking around them. Observing what is going on.
Not just in their job, but when visiting other businesses. What does fast food restaurant do very well? Can it be applied where you work? Anything you can learn from grocery store, Costco, Target, or Walmart on re-stocking? How does high end retailer treat the customer differently? Is there one tip you can apply to your job. Area of responsibility.
Discern. Who seems to be standing around? Underutilized? Looking to do more? What does that tell you about the person’s job? Are there parts that should be turned over to AI?
How can you, the team, and company utilize employees better? To drive revenues, profits, customer service and employee satisfaction. Observing and discerning opportunities are now a requirement to advance.
Starts by dissecting each job to see where AI can be introduced. Of where AI is, but doesn’t really fit.
Everyone has chance to be a coach…if they look at their job differently. Identify how they can communicate better.
Evaluate. Where are the opportunities to do more? Personally, and each of employees you work with. How can your team provide unique differences?
When was last time you stopped to really think about your job? Teams?
Managers aspiring to leadership roles need to spend more time thinking about their jobs. What can they do differently/better.
Decide Managers, and all employees are hired to act. To make their companies better.
When people start thinking they can become coaches to their employees. That creates time to step back. To look for leadership skills to develop. AI can create opportunities to free up time for critical thinking. Critical thinking frees up time to see more AI opportunities.
Managers, and Leaders, need to spend more time thinking about their jobs
Was coaching small company couple weeks ago. We went through above. Part of wrap up: On way home, when they stopped somewhere, asked them to observe and report back.
One employee stopped by Jersey Mike’s. Observed that everyone was smiling. Appeared to be having fun at work, even though they were swamped. I asked what he learned from that. “I don’t smile enough.”
Another employee noted that retailer seemed to know lot of customers by name. Customers really appreciated being addressed personally.
Another observed serving line flip-flopped 2 stations and seemed like they served faster.
Another was at Home Depot and asked employee where something was. Employee looked item up and then walked customer to location, rather than just directing them.
Then we discussed how to apply what they observed to their company. They had 7 ideas, End of day, team decided to implement 3 immediately. To consider 2 later.
Often, best opportunities to improve are small and easy to implement.
What is the mission of your job?
Ever think about your job from this angle?
I asked this question. Each employee wrote down their answer. Several had same job. Answers were slightly different.
Boss started to interject. I stopped him with question: Whose job is it to be sure each employee understands what is expected? He started to reply. Then stopped and chuckled. “Crap that’s my job.” That got desired response from everyone in room.
My follow-up question? Boss man, what are you going to do differently? He outlined specifically, how he would communicate. Next question was to employees: How are you going to help boss? That made employees aware they had responsibility.
Differentiating Yourself
In world of AI it’s not just observing, discerning, evaluating, and deciding. We each need to differentiate ourselves.
Above example, boss did not take himself seriously, was able to laugh at himself and admit where he could do better. That created calm environment for employees, even though the area was pressure cooker.
It always should have been up to each employee to address above areas. Few years ago, seemed like there was more time and more employees. Organizations could grow steadily. Bring people along. Today? AI is short-circuiting that process.
Puts more pressure on Managers and Leaders to provide critical thinking.
Simply put. Each of us need to take more responsibility for ourselves and our career growth.
How? By observing and thinking as we are doing. Most of us have day-dreamed on job at least once. AI is simply good reminder to be more purposeful.
Your Call to Action?
Take 10-15 minutes this week to:
Evaluate yourself on the above. Identify just one thing you can do better.
Identify one area you can communicate better.
Tell your team and boss what you are going to do.
Ask for their feedback end of week.
Differentiate yourself.
Tom Ferree is the founder of Ferree & Associates and SecureEmploy, organizations focused on helping companies find exceptional talent and helping professionals advance their careers. Since founding Ferree & Associates in 1977, Tom has worked extensively with hospitality companies, executives, and rising leaders across the industry. Through SecureEmploy, he shares practical career strategies, leadership insights, and real-world advice to help professionals grow their careers and help organizations build stronger teams.
