As administrators we all have one. You know, that one specific employee we go to any time we want to be certain a task or job is accomplished right. No issue how considerably possible the rest of our team has we constantly give the specific work or best sales opportunities to our “go to man.” Sooner or later on this team member becomes indispensable to our operation and to our own management accomplishment.
When this comes about to you there is only one issue to do. Obtain your indispensable employee and fireplace him. You may possibly consider this is harsh but if you want to be prosperous in management you have to discover how to direct devoid of a “go to man or woman”. Below are 6 factors why you need to. (A point of clarification, I am not speaking about Leadership Advancement, but I am seeking at one component of Group Dynamics.)
You Come to be Dependent
Once you commence employing someone as a “go to man” you become dependent on that man or woman to insure your own do the job is accomplished. If you know that they will get the task accomplished you you should not worry about finding out how to achieve the job your self. Even even worse you end monitoring the do the job and you should not observe-up on the effects.
If one of your employees is that excellent they will eventually expand fatigued of subsequent in your shadow and shift on to a further task. At this point you are at a loss for the reason that you have not discovered how to do the task your self or created the other members of your team to assist you.
Are unsuccessful to Understand the Abilities of Your Group
Often by offering the a lot more hard job to the same man or woman all the time you fall short to understand that there are other members of the team that can do the do the job. If you have accomplished your task right you need to have surrounded your self with team members who are both of those experienced and skilled to tackle any job the team faces. It is a recognised point that a good deal of people will only increase to the degree of expectation you have for them. In most do the job circumstance the the greater part of your team would like to be challenged in their task.
Are unsuccessful to Develop / Train Other Group Users
A different damaging end result of depending on a “go to man” is that you fall short to prepare and develop your team. A key portion of getting in a management position is to supply schooling and direction to all team members in order to support them attain their most possible.
A person of the most evident troubles with this failure is you will be left devoid of a backup system when your “go to man” leaves your team, for the reason that eventually he will go away. It is your task to prepare all your team members so that any one of them could presume any job if a further team member leaves.
Strife in the Group
Bear in mind back when you have been in university and the trainer had a preferred pupil. What did you consider of that trainer and the “Teacher’s Pet”? The same issue can happen in your team if you have a preferred “go to man.” How do you consider the rest of the team feels about the “Boss’s Pet”?
The most typical end result of favoritism is reduced morale amongst the other team members. Unconsciously their do the job commences to go through and the team’s efficiency commences to fall. The effects are that you as the leader of team look lousy in your boss’s eyes.
It is also a possible final result of having a “go to man” that the other team member may possibly sabotage the do the job and general performance of the “Boss’s Pet.” Once again the end result of this is that you, as the leader, look lousy to your Boss.
Giving Absent Also A lot Authority
A different possible trouble of you continuing to count on your “go to man” is a inclination to give them much too considerably electric power. If you give away much too considerably of your authority the “go to man” may possibly become the pseudo leader of the team. The other team members get started to look to him for guidelines and solutions to do the job concerns. This could end result in you not getting mindful of what is occurring in just your team.
This would not be trouble if your purpose is to develop a leader but if you are just relying on him to get the task accomplished it could end result in troubles for you as the leader. The supreme trouble will come when your manager commences to go to the pseudo leader for the reason that he thinks he is the one who understands what is heading on in the team.
Back again Stabbing
Finally, there is the probability that your “go to man” and / or the entire team my consider to sabotage your do the job and standing with your manager. This is typically a end result of their loss of respect for you as their leader for the reason that of the favoritism you demonstrate your “go to man.”
Most generally it is your “go to man” that stabs you in the back. If he is as excellent as you consider eventually he will request himself, “Why do I need him?” The end result of this is he will get started to take measures to insure your manager understands who is actually doing all the do the job.
If we are excellent leaders we are operating difficult to develop and prepare our entire team. Of course, there will be instances when a team member shows a greater management aptitude than the other people and we will aim a lot more effort and hard work on their development. But, we cannot do this at the cost of the rest of the team. This is what management is about.
Producing a “go to man” into an indispensable employee will direct to your supreme failure as a leader. Owning a strong, well skilled team will support insure your accomplishment.
Just isn’t it time for you to fireplace your indispensable employee?