Managing people is about helping people tap into underutilized reserves and overlooked skills that are indigenous to them, not fixing their habits.
The people you manage naturally look to you for answers. They might even ask you to tell them what to do, which creates two major problems:
- If you tell them what to do, and even if you’re right, they won’t learn anything.
- If you give clear instructions regarding what to do and things still go wrong, they more than likely will blame you for the resulting mess.
This kind of dynamic quietly creates an unhealthy dependency where the employee begins to look to you not just for guidance, but for approval. Anyone who relies on you for everything doesn’t make you a better manager or manager; it limits both their development and yours. That’s why boundaries are not optional—they’re essential.
Managing with true empathy means supporting without enabling, guiding without taking over.
GENERAL DOS AND DON’TS FOR PRACTICING EMPATHY
What You Should Do
Start by looking inward to understand how you show up for every conversation.
Practicing self-awareness involves observing our thoughts, feelings, and bodily sensations without judgment. This can be challenging, as we often become so caught up in the moment that we fail to notice our internal state. However, by regularly taking a step back and observing ourselves, we can begin to identify patterns and triggers that influence our behavior.
