Managing people is often annoying and exhausting.
Our team members can confuse us, rub us the wrong way and disappoint us.
This is genuinely frustrating and difficult to navigate at times.
But it’s no excuse to drop our standards of respect and effectiveness as leaders.
Is it hard to keep being respectful, grounded and effective when people are pissing you off?
Absolutely.
But that’s no excuse to treat people poorly. Including bitching about them behind their back.
If we can’t handle being annoyed or find it too hard to stay composed in the face of challenging behaviour within our team, then that’s on us.
It’s our responsibility as leaders to consider whether we want to take on the stress of management.
Because managing people is stressful.
And this is what we signed up for.
But it’s not for everyone.
And that’s ok, there’s no shame in deciding that management isn’t for us. And that we’d rather return to an individual contributor role where we have more control over our work and aren’t as reliant on others. Where we’re less tethered to others’ performance and emotions.
In fact – and as I’ve said before – there’s strength in having the awareness and courage to pursue what genuinely makes us happy. Rather than follow some idealised version of “ambition”.
Want to make management less frustrating?
Managing people will always be challenging, but regular, well-structured one-on-ones can make it easier. Our free Guide to Great One-on-Ones gives you a simple, proven framework to build trust, improve communication and keep your team aligned.
