We talk a lot about the necessity of managing and developing your people. However, sometimes the difference between managing and developing can seem blurry.
Indeed, there is some overlap. Of particular similarity is the impact of the supervisor-staff relationship. For example, in April we discussed how managing and developing through an effective working alliance between supervisor and staff has a greater impact on satisfaction and engagement than pay. So while the supervisor-staff relationship is foundational to both managing and developing, there are distinct differences between these two domains.
The focus of managing is helping staff be successful in their role.
Managing is about empowering people by providing the necessary tools and resources, removing barriers, and driving accountability. It is ensuring that the individual is successful in their role so that the organization can deliver on its mission and meet its goals.
The goal of developing is helping people reach their potential.
Developing, on the other hand, is primarily about individual growth, learning, and improvement. In development, there is an intentional focus on the individual. Honing in on their goals and coaching through their strengths and development areas to help them reach their potential.
Effective coaches wait to offer guidance, direction, and advice until they have taken the time to understand the individual and uncover what it is they need. Here are some tips: