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Why Every Leader Should Write a “How to Work With Me” Handbook.

The views expressed by the business participants are their own.

Do your team members really know how you work? Recently, I created a “Working With Our Leaders” resource for Lemonlight team members that explains how I choose to work, collaborate and lead. Inspired by Claire Hughes Johnson, former COO of Stripe, each member of our leadership team now has their own version of this manual.

As I wrote my profile (which you can see here!), I realized how much we think our colleagues understand our work styles without openly sharing them. That’s why I believe every leader should create a manual to set the tone for effective team collaboration – and what yours should include.

Related: Find Out What Your Business Style Says About The Way You Work — And How To Get Out Of Your Way

Why is it important

Creating a “How to Work With Me” manual is an important task for any leader. It provides a clear framework for your team to understand how they work best, encouraging better communication and collaboration. Here are some of the specific benefits.

Get clarity on your preferences and tendencies

Writing your manual isn’t just a tool for your team — it’s an important reflection exercise for you as a leader. You may think you know exactly how you work, what drives you and what you expect from others, but until you sit down and explain these thoughts, there may be things you haven’t fully explored. This process forces you to think critically about your leadership style, helping you discover areas where you may be unclear or inconsistent.

For example, you may find that you prefer direct communication but have never made that clear to your team, leading to misunderstandings. Or you may find that you appreciate making quick decisions but don’t prioritize that on a daily basis. By taking the time to write down your preferences, you can set the stage for better collaboration and build your self-awareness.

The more you understand your tendencies, the better you can control your reactions, make informed decisions and create a work environment that aligns with your values.

Set clear expectations for team collaboration

Next, your team can’t meet your needs if you never communicate what those needs are. “How to Work With Me” fills this gap by providing a clear, concise guide that outlines your expectations, preferences and work style.

For example, in my handbook, I explain that if we’ve discussed something in person and I owe you things to do, sending me a follow-up email makes sure I don’t miss anything. This may seem like a small detail, but without sharing this, team members may have to guess at best practices. This assumption can lead to inefficiency, miscommunication and frustration.

By clearly defining your preferences, you eliminate guesswork from your team. They will know exactly how to deal with tasks, how to communicate with you and how to align their work with your expectations. Everyone knows what is expected of them, which reduces the chances of conflict and makes things easier to do.

Also, setting clear expectations helps build trust. When your team knows you took the time to communicate your needs, they will feel more confident in their interactions with you. This trust is the foundation of a highly effective team where everyone feels respected and understood.

Related: The Power of Clear Expectations Between Managers and Employees

Open the dialogue for others to share

Finally, as leaders, we set the tone for how our teams work and how people interact. By creating and sharing your “How to Work With Me” manual, you’re not just specifying your preferences – you’re encouraging others to do the same. This can lead to a more open, transparent workplace where everyone feels comfortable sharing their work styles.

Imagine if every team member had their own “how to work with me” guide. It will normalize conversations about individual needs, interests and work styles, fostering a culture of mutual respect and understanding. When people are open about how they work best, teams can work together more effectively and build on each other’s strengths.

For example, some team members may prefer detailed written instructions, while others may prefer verbal communication. Understanding these preferences can help in assigning tasks, scheduling meetings and organizing work flow. Encouraging your team to create their own manuals also promotes self-awareness, which requires them to reflect on their working styles and communicate them effectively.

What you should include

When creating your “How to Work With Me” manual, think about the key aspects of your work style that can influence your team. For example, my profile includes practical information such as how and when I respond to emails, a few areas of expertise I’m focused on developing and even my habit of changing the design of the Excel spreadsheets I receive (it’s me, not you!).

You might consider including sections about your communication style, typical working hours, expectations from direct reports, leadership style, how you plan your day, how you like to run meetings and anything else that can help smooth collaboration.

Don’t be afraid to add a personal touch, too. My manual includes stories about my hobbies, my dog ​​Oliver, my favorite author (Augusten Burroughs) and my results from general personality tests. Adding a “human” element to your leadership can help your team connect with you on a personal level.

If you think your colleagues – and especially your direct reports – already know this information about you, I encourage you to write it down. You may be surprised at what you learn about yourself and how much clarity you bring to your team!

Related: Why Reflection and Self-Awareness Are Essential Skills for Any Entrepreneur


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