February 2019
"Know your people” ( #2 in our series on Essentials of Modern Leadership)
Shortly after his New York Giants defeated the heavily favored Buffalo Bills in Super Bowl XXV, NFL coaching legend Bill Parcells was asked, “How did you do that?” Indeed, not many people had given the Giants a chance. “I have to be a master motivator,” he responded. “I treat everyone fairly. I don’t treat them the same.” Parcells understood that a team is made up of individuals of differing personalities and talents, and a one-size-fits-all management style wasn’t the way to build a championship team. 

In the countless hours of game time, practices, team meetings, and frequent travel, the great coach had gotten to know his personnel in a meaningful way—their strengths, weaknesses, motivations, and fears. Think about it. In many work environments, co-workers likely spend as much time together—if not more—as with their families. This is not an insignificant thing. To inspire good relationships and morale that carry over to performance, managers should take the necessary time and effort to know their people. 

Accumulating hours in a shared workspace doesn’t guarantee you’ll get to know your people. Some type of intentional effort must take place on the part of leadership. As a manager, your personality likely sets the tone for the overall disposition of your team. When it’s appropriate, initiate conversations that display interest in your employee as a person. Every once in a while, leave the company’s premises. Take your team out to lunch or catch a ball game, and steer the vibe away from business concerns.

I’m also a big believer in integrating the Golden Rule. As a principle, it seems to have come into question in recent times, but it continues to guide my relationships in and outside of work. I aim to behave and treat people in such a way that I’d like reciprocated. In doing so, I’m holding myself responsible to extend the very best of my character and capacity to the person before me in such a way that reflects fairness specific to the situation. 

Not so long ago, taking an adequate amount of time to establish relationships with your people would’ve been considered as falling outside of a job description. And it’s true. As a manager, taking the time to get to know your people very likely isn’t part of your official duties. But I would propose it is entirely worth your effort. In knowing your people, you can engage them in a way that will lift up their best! Then, characteristics like goodwill, trust, creativity, and productivity can be part of your company’s culture.
Mark Koulianos is the Executive Director of the USF Office of Corporate Training and Professional Education, which is dedicated to building a world-class workforce in the Tampa Bay area and beyond!

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Mark Koulianos is the Director of the USF Office of Corporate Training and Professional Education and has spent 20+ years working in the corporate world. Read Mark's Full Bio