Leadership Test: What happens when your manager isn't around?

If your manager is on vacation and the conversation falls silent, you have a leadership problem. Point.

Ah, the daily stand-up. The time when your team comes together, shares ideas and gets the day going. But what happens when the manager isn't there? Does the conversation then fall silent like a balloon without air, or does the energy continue to flow like a well-oiled machine? Let's dive into the world of team dynamics without the usual leader at the helm!

The 'Head Down' Scenario‍

You know the drill. The manager is on vacation and suddenly it seems like everyone has collectively forgotten how to communicate. The daily stand-up feels like an awkward first date, where no one knows who should speak first. It's as if your team has suddenly gone head over heels in a sea of uncertainty.

But why does this happen? Often it is a sign that the team has become too dependent on one person. If a manager always takes the lead, team members may creep into a passive role. They wait for instructions instead of taking initiative. It's like an orchestra that always looks to the conductor and forgets that they can play without him.

The 'Flying Start'

On the other hand, you have teams that thrive when the cat is away from the house. Someone naturally steps forward, takes charge, and the daily stand-up runs smoother than ever. It's like a well-entrenched soccer team; when the captain drops out, everyone knows exactly what to do.

This scenario is what we strive for at People&. Teams that are so strong that they are not dependent on one person. Not only is it more efficient, it creates more engagement and a sense of ownership among all team members.

The 'Lost Sheep'

And then you have the scenario where everyone walks around a little lost. There is communication, but it lacks direction. It's like a group of tourists without a guide in a strange city; they know they have to go somewhere, but no one knows exactly where.

This scenario shows that while there is potential in the team, it still needs some direction. The good news? With the right support, this team can grow into the "Flying Start" scenario.

Why is this important?

You may be thinking, "Okay, nice those metaphors, but why should I care about this?" Well, here's why:

• Continuity: A team that can function without the manager creates fewer interruptions in work.
• Growth: Team members who take initiative grow faster in their roles.
• Job satisfaction: Autonomy and confidence lead to greater job satisfaction.
• Innovation: Different perspectives emerge when the same person is not always in charge.

How do you create a self-managing team?

Okay, you're convinced. You want a team that keeps running even when the manager is on a tropical beach with a cocktail. But how do you do that? Here are some tips:

1. Rotate the lead: Have team members take turns leading the daily stand-up. It's like a relay race; everyone must learn to take over.
2. Create a clear structure: Make sure everyone knows what should be discussed in a daily stand-up. It's like a recipe; if everyone knows the ingredients, everyone can cook.
3. Encourage questions: Encourage team members to ask each other questions. It's like a tennis match; the ball must keep going back and forth.
4. Celebrate successes: Acknowledge when the team has performed well without a manager. It's like giving a high-five; it motivates to do it again.
5. Reflect regularly: Discuss how the daily stand-ups are going and what could be better. It's like tuning an instrument; sometimes you need some fine-tuning.

But what if things do go wrong?

Even with the best preparation, sometimes things can still go wrong. Maybe the manager drops out unexpectedly, or maybe the transition to a self-managing team is more difficult than expected. Don't panic! This is where interim professionals come in handy.

At People&, we have experienced interim managers who can step in when needed. They're like the spare tire in your car; you hope you won't need them, but you're glad they're there when you need them. These professionals can:

• Taking charge temporarily
• Coaching the team to greater independence
• Streamlining processes for better communication
• Managing the transition to a new permanent manager

The People& Approach

At People&, we believe in creating strong, independent teams. Our approach is not to replace managers, but to strengthen teams in such a way that they become less dependent on one person. It's like building a house; we provide a strong foundation so that the building can stand up to scrutiny.

Our interim professionals work not only on the immediate challenges, but also on the underlying team dynamics. They are like gardeners; not only do they prune the plants, but also ensure healthy roots.

Success in practice

A recent example: We were working with an HR team at a consultancy that completely bogged down when their manager suddenly dropped out. Daily stand-ups were skipped, deadlines missed, and the atmosphere was cut. Within a week, we had an interim professional on site who:

• Got the daily stand-ups back on track
• Introduced a rotation system for leading meetings
• Coached team members in taking initiative
• Set up a system for sharing updates so everyone stayed informed

‍Conclusion: Make your team shine

A truly strong team is like a well-oiled machine; it keeps running even when a cog is temporarily missing. By investing in your team's independence and communication skills, you not only create a pleasant work environment, but also an organization that can better withstand unexpected challenges.

Ready to take your team to the next level?

‍AtPeople&, we help you make every daily stand-up a success, whether your manager is there or not. Contact us today and find out how we can transform your team from dependent to autonomous!

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