How to Manage Natural Leaders
Every natural leader needs guidance...
Some people are trickier to manage than others, but this doesn’t make them any less valuable to the organisation – sometimes those who may initially seem hard to deal with can become one of the team’s strongest assets and a source of great support to their manager.
In some cases, such as with natural leaders, traits which initially present as challenging behaviours can be turned into strengths. Or, looking at it a different way, the things you find most challenging in some people are so interlinked with their strengths that to try and eradicate them would be to lose the good stuff as well.
When it comes to managing natural leaders, it’s very important to be aware of the difference between a leader and a manager. Managers need good leadership skills as well as knowledge of how to manage. Similarly, for a strong leader to become a manager, they’ll need management training just like anybody else.
This article will help with what to do when the first signs of leadership show themselves in a member of your team – and how to make it work for you rather than against you.
Recognise the Leader
As it says above, the unrecognised traits of a natural leader may at first be challenging – they will ask a lot of questions and make suggestions for how to improve processes. Other signs of leadership are that others will go to them for advice and guidance, and that they will instinctively guide and advise others.Remaining aware of the signs should be enough to give you sufficient chance to notice their potential in time to develop their buy-in and use their influence to move the team forward.
Earn Their Buy-In
The number one benefit of the natural leader is the influence of their buy-in. It’s always important to remember that they are questioning and making suggestions because they care about doing the right thing in the right way. Once convinced of the vision, they will work harder than anyone else to achieve it.This may mean challenging your own thought processes. All suggestions about how to do something better should be considered as potentially useful and time-saving, no matter who presents them. These people are not being difficult on purpose, they really believe in what they are saying, and real damage can be done if they are quietened.
It’s your role as a manager to first of all, listen carefully to their suggestions and questions. If they’re valid then brilliant – use them to move your processes forward. If their ideas are misguided then make sure they know why they won’t work and why the current objective or process is better.
Use Their Influence
Just as the natural leader will find it hard to sit back when they have questions and suggestions, they will not be able to stop themselves talking to other team members about their opinions. Trying to stop your team from discussing their opinions of work is not an option, even if you feel it cultivates a negative or complaining atmosphere. Instead, it’s up to you to manage them so they don’t feel the need to complain!
Similarly, the leader will find it hard not to get involved when they see others making mistakes or losing motivation – they have a natural instinct to support those around them. This plus the tendency for others to go to them for help and advice can be challenging for a manager.
The fact that others on the team value their opinion means you should too. You can encourage them to give help, within the boundaries you set, and ensure their influence improves the team rather than damages it.
The most important thing to remember is that natural leaders are forward thinking and want things to be better. With the right management, they can be a strong force behind positive change. By learning to identify the early signs of a natural leader, you will be able to make sure they can fulfil their potential and benefit your organisation.
http://www.siliconbeachtraining.co.uk/blog/how-to-manage-natural-leaders/
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