I am 100% guilt of this, not because I want to be actually completing items, but because if I (or even my boss) don’t push things through they’re not done which I know is indicative of a secondary issue. I have a dual role and am also the client success manager so it can be difficult to separate the two but this is so well flushed out!
The really tricky part for doers is that they are action/achievement oriented by nature so they are essentially halting a part of themselves that is very natural and a good trait, generally speaking.
It’s easy to tell if you’re cleaning up after everyone became when you’re not in, everything shuts down!
As you say you have to encourage your staff to answer their own questions, and also you’ve got to do it in a way where they don’t see you as abrasive because you’re brushing them off.
Would you have a timeframe on how long you’d expect before you see a culture shift in staff expectations?
Such a good point. Most doers don’t struggle because they’re doing something wrong, it’s because they’re overusing a strength.
I usually see the first shift in expectations within 4–6 weeks if the manager is consistent, but the real cultural change lands closer to 2–3 months. The key is exactly what you said, redirecting without shutting people down or coming across as dismissive. It’s a behavioural re-wire on both sides
I am 100% guilt of this, not because I want to be actually completing items, but because if I (or even my boss) don’t push things through they’re not done which I know is indicative of a secondary issue. I have a dual role and am also the client success manager so it can be difficult to separate the two but this is so well flushed out!
Yep! It's a tough one, systems will be your best friend here
The really tricky part for doers is that they are action/achievement oriented by nature so they are essentially halting a part of themselves that is very natural and a good trait, generally speaking.
It’s easy to tell if you’re cleaning up after everyone became when you’re not in, everything shuts down!
As you say you have to encourage your staff to answer their own questions, and also you’ve got to do it in a way where they don’t see you as abrasive because you’re brushing them off.
Would you have a timeframe on how long you’d expect before you see a culture shift in staff expectations?
Such a good point. Most doers don’t struggle because they’re doing something wrong, it’s because they’re overusing a strength.
I usually see the first shift in expectations within 4–6 weeks if the manager is consistent, but the real cultural change lands closer to 2–3 months. The key is exactly what you said, redirecting without shutting people down or coming across as dismissive. It’s a behavioural re-wire on both sides
This is a good reminder, Heather.
“stop measuring yourself by what you personally delivered, and start showing how your team delivered without you.”
This needs to be repeated again. Individual contributions are not going to show your leadership skills.
Yes, this is it! Appreciate you calling it out.