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  • Writer's pictureCarole Stizza

When we have to manage others, what do the best do?

Updated: Nov 18, 2021

When we are stepping into any leadership role, there are people’s performance that we are asked to manage. With new research, we are all learning that even though buy in comes from the top, the bulk of the effort requires every manager to be the KEY to workplace success and engagement.

What do the best do when it comes to managing others?

Meet Julio Lopez, Director of Maintenance at The Palace at Coral Gables, the 2021 Manager of the Year within the Gallup Exceptional Workplace Awards. Working with the results of his Clifton Strength Finder assessment and knowing the strengths of those on his team helps him connect on a profound leadership level. Here are examples of how Gallup helps him take managing others a step farther and you can too.

Julio’s team each know their individual strengths. They then took the new Gallup Q12 Engagement Survey. It offers key information on how each team member views their engagement at work.

He looked at where his team was already excelling. And he examined where he could break down the questions and individualize the elements to help each team member understand what they need to be engaged at work and why it matters. For example, the team scored low on an engagement level which asks if they have a best friend at work. He turned this into a better conversation to help them see that a best friend could be the person holding the ladder (so you don't fall), or the person with a different skill set who is willing to teach you something new. Perspective shifting was required, and he was able to communicate why that mattered and what it would do for each other on the team. "If you find what two different things have in common, you can make it work. All you need is the link," he says.

He even brings his team into his management world, creating accountability for the budget by helping each team member see how their choices influence where the company loses money and saves money -- and how that affects the resources available to invest in their team. By sharing ideas and working carefully with materials, they can proactively invest in the future.

One of Julio's greatest strengths is training -- specifically, cross-training. "You learn today, you teach tomorrow, and you leave a legacy," he says. Julio's training sessions involve team members training each other on the skill of the week. "His floor tech has trained the plumber on maintaining the floors, and the plumber has trained the groundskeeper on plumbing," they wrote. "No matter who is on schedule or on vacation, there is someone up for the challenge without disruption to business." Want more? Read the full article here.

Coaching leaders often involves conversations around the support they get as well as the support they want to offer their teams. If you need a conversation that offers more creative solutions, a coach can be a secret weapon, especially to get as creative as Julio.

If you’re interested to know more about coaching or the Q12 Engagement Survey, do not hesitate to email me.

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