During one discussion, one of my team leads mentioned that he hates people management. He can lead the team well technically but hates to be part of new initiatives that do not add value on the technical front - things like weekly meetings with the team, counseling team members on career development, etc.
What initiatives can be taken to help him improve his people skills?
From India, Hyderabad
Acknowledge(0)
Amend(0)
3What initiatives can be taken to help him improve his people skills?
From India, Hyderabad
Acknowledge(0)Amend(0)
Hi Prakriti,
As our friend has mentioned rightly, we can help him understand the following facts:
The importance of being a people-oriented person at his level.
Being only a technically sound person will restrict his success; he could be successful only if his team members accept him as a good team manager.
In addition to this, you can also organize training programs either through the training team or based on the structure of your HR team.
Ensure that People Management is one of the KRAs of employees at the middle and senior levels.
Regards,
GVS
From India, Madras
Acknowledge(0)Amend(0)
As our friend has mentioned rightly, we can help him understand the following facts:
The importance of being a people-oriented person at his level.
Being only a technically sound person will restrict his success; he could be successful only if his team members accept him as a good team manager.
In addition to this, you can also organize training programs either through the training team or based on the structure of your HR team.
Ensure that People Management is one of the KRAs of employees at the middle and senior levels.
Regards,
GVS
From India, Madras
Acknowledge(0)Amend(0)
Hi Prakriti,
I agree with the views of our friends. We had faced similar problems in our organization earlier. After a careful study, we decided to have two competency-specific verticals. That is, to have a Technical Specialist and along with him, a team lead in one project. Therefore, the technical specialist concentrates on core technical related activities. He does not involve himself in man management related activities like counseling members or initiating quality plans or project reviews. This concept was fairly successful. It gave an opportunity to both the members to develop themselves in their field of interest.
As a career prospect, the Team lead can grow up the chain and assume responsibilities of a Project Manager. The technical individual can be taken on as a Technical Manager.
Regards,
Preeti
From India, Pune
Acknowledge(0)Amend(0)
I agree with the views of our friends. We had faced similar problems in our organization earlier. After a careful study, we decided to have two competency-specific verticals. That is, to have a Technical Specialist and along with him, a team lead in one project. Therefore, the technical specialist concentrates on core technical related activities. He does not involve himself in man management related activities like counseling members or initiating quality plans or project reviews. This concept was fairly successful. It gave an opportunity to both the members to develop themselves in their field of interest.
As a career prospect, the Team lead can grow up the chain and assume responsibilities of a Project Manager. The technical individual can be taken on as a Technical Manager.
Regards,
Preeti
From India, Pune
Acknowledge(0)Amend(0)
If an individual is not interested in doing people management, it is an indication of his strong passion for technology and product. In a technologically driven industry scenario, such people are actually more efficient and result-oriented. They do not want to waste their time arranging special meetings for 'motivating' people. They just resolve the technical problems of their colleagues 'on the fly'. Such people are normally very reasonable and help their colleagues in a friendly manner.
The only problem is that they do not like to make a show of these additional activities they perform.
Secondly, a person who is technically very strong does not like to handle the mobilization of people, demobilization of people, ensure that the visa of some colleagues is expiring, or air ticket of some colleagues is not confirmed, etc.
So if a team lead hates people management, there is no problem, but the only thing necessary is to ensure that he is a well-behaved gentleman and treats his colleagues reasonably.
Tushar
From India, Bangalore
Acknowledge(0)Amend(0)
The only problem is that they do not like to make a show of these additional activities they perform.
Secondly, a person who is technically very strong does not like to handle the mobilization of people, demobilization of people, ensure that the visa of some colleagues is expiring, or air ticket of some colleagues is not confirmed, etc.
So if a team lead hates people management, there is no problem, but the only thing necessary is to ensure that he is a well-behaved gentleman and treats his colleagues reasonably.
Tushar
From India, Bangalore
Acknowledge(0)Amend(0)
If an individual is not interested in doing people management, it is an indication of his strong passion for technology and product. In a technologically driven industry scenario, such people are actually more efficient and result-oriented. They do not want to waste their time arranging special meetings for 'motivating' the people. They just resolve the technical problems of their colleagues 'on the fly'. Such people normally are very reasonable and they help their colleagues in a friendly manner also.
The only problem is that they do not like to make a show of these additional activities they perform.
Secondly, a person who is technically very strong does not like to do the mobilization of people, demobilization of people, ensure that the visa of some colleagues is expiring or the air ticket of some colleagues is not confirmed, etc.
So if a team lead hates people management, there is no problem, but the only thing necessary is to ensure that he is a well-behaved gentleman and treats his colleagues reasonably.
Tushar
From India, Bangalore
Acknowledge(0)Amend(0)
The only problem is that they do not like to make a show of these additional activities they perform.
Secondly, a person who is technically very strong does not like to do the mobilization of people, demobilization of people, ensure that the visa of some colleagues is expiring or the air ticket of some colleagues is not confirmed, etc.
So if a team lead hates people management, there is no problem, but the only thing necessary is to ensure that he is a well-behaved gentleman and treats his colleagues reasonably.
Tushar
From India, Bangalore
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
People Risk Management For Shifting Business Location.pdf