When was the last time you hopped on a teeter-totter? Maybe you were a kid on the playground, or perhaps you’ve been balancing metaphorical teeter-totters all week in the office. Being a leader is a lot like trying to keep that board level—it’s a constant push and pull.
But here’s the thing: too many managers are trying to sit at both ends of the teeter-totter themselves! The reasons vary—some feel they can’t delegate, others don’t trust their team yet, and some just don’t know how to share the load. It’s time to jump off the teeter-totter and build a balanced, high-performing group of people—working together—to balance things out.
Knowing the Role
In business, unclear roles are like having everyone pile onto one side of the teeter-totter—nothing’s getting done, and someone’s getting stuck in the dirt. Do the players on your team know the role they play? Or have job descriptions gotten muddy over time? Or sometimes, a replacement is needed quickly and there wasn’t ample time for thorough handoff or training. As a manager, it’s important to have regular 1×1 meetings where you can review responsibilities. You can even include what additional duties it will take to get to the next level and help folks grow within the role, instead of staying stagnant.
While we do think cross-training is great, we’re advocates of leaning into the strengths of each individual. Successful teams are built from a diverse group of people.
Here are some suggestions to help harmonize a team:
- Watch for their superpowers: Take notice of what each individual is good at and likes to do. Then, align their assignments with their abilities.
- Foster Collaboration: Some people work better together than others. And, sometimes opposites do attract, like pairing a creative thinker with someone who is more strategic so they can think of big ideas and actually execute them.
- Prioritize development: Boredom is the ultimate productivity killer. Offer training programs tailored to each person’s career goals. It’s not just good for morale—it’s great for retention and you can help individuals hone in on their natural abilities.
Development Opportunities for Balance
Turnover isn’t just about salaries—it’s often about stagnation. Employees who feel stuck will either coast or leave. The good news? Offering growth opportunities doesn’t just benefit them; it strengthens your company and retains top talent.
This training and development should not be one-size-fits-all either. Each person’s specific role, strengths, and career goals should be taken into consideration before their training is selected and assigned. By expanding their skills, team members become more confident in themselves and their abilities. This culture builds stronger, well-balanced teams that can thrive and take on challenges using their own individual strengths that eventually ladder up to meeting team goals.
Sometimes, you’ll notice a gap in your leadership style—maybe you’ve been taking on too much yourself, or you’re unintentionally swamping your team. No shame here!
Consider this a little bit of tough love you need to get your team and business out of a slump and start growing. Strong leaders recalibrate, working with their team to restore balance. When everyone feels empowered to push the teeter-totter together, your organization thrives.
Being an effective leader/manager means recognizing these imbalances and working with individuals to bring back the symmetry in the organization.
Remember, it’s not just about achieving balance—it’s about creating momentum. A team that feels balanced and valued will push harder to meet goals, exceed expectations, and grow the business.
So, take a look at the teeter-totter, adjust your stance, and
GROW BIG OR GO HOME!®