today i want to give you five steps to
becoming the best manager you can be so
whether you lead a team of people you're
a business owner entrepreneur or even
the ceo of a company i want to give you
five steps that are going to help you
manage your people so that they trust
you because if they don't trust you you
can't influence them if you can't
influence them you can't get them to do
their job you can't get them to do the
things that you need them to do so i
want to give you five steps that are
going to help you build trust in your
team
and influence
so the first one is
ask for help i mean this is more true if
you are a new manager like if you're
just promoted into a new position
ask for help
from your team members from your
subordinates don't just think you can
walk into a new position
and start managing everybody ask your
team members for help they know
the environment they know the processes
they know that job better than you do so
you'll do so much good for yourself by
going and asking for help from them ask
them you know how do you do your job how
do you do this how does this work how
does that work have them explain it to
you they'll be happy to now there's a
lot of managers who feel that this is a
weakness that going in there and asking
for help it's really just a knock
against their ego and you know they
makes them feel very uncomfortable but
that couldn't be further from the truth
when you can go in there and talk to
your team members your subordinates and
have them
show you how they do their jobs that's
only going to build more trust they're
going to like you they're going to see
that you know you're a real person i
mean when you can show them that you're
humble that you don't know everything
that's going to elevate their level in
trust of trust with you i mean if you
ever had a manager who thought they just
knew everything
and they didn't ask for anybody's help
but but you know you kind of knew
that they didn't really know everything
and obviously they knew it too but their
ego got in the way from them reaching
out to you and opening up they didn't
want to show any signs of weakness but
in actuality they're just a bad manager
and that's really one of the biggest
reasons that people leave jobs is
because they hate their manager they
hate their manager because well their
manager is arrogant their manager isn't
humble their manager doesn't care their
manager
doesn't have the trust of their people
their manager doesn't have any influence
over the team
so
as a manager whether you're a brand new
manager or you're an existing manager
talk to your people ask them for help
ask them to explain how things work why
does it work this way you know tell me
more about your job get involved with
them show that you're excited about what
they do and when you have a better
understanding of how everything works
and how everybody else's positions all
work together that makes you more of an
effective manager i mean i used to have
a manager a long time ago where
i would basically i would write the
project plans for everything that needed
to be done because you know he was too
incompetent to do it he didn't really
understand it so i would rate the
project plan and then he would just come
in in a very authoritative way
manage me doing the things that that i
needed to do and i'm like dude you don't
even know what you're talking about i
wrote this plan and and then he would
just get real angry and just pound his
fist on the table and say oh yeah you
need to do this you need to get it done
by this time you know it was he was just
a child he didn't really know how to
manage people he didn't know how to
influence people and well he didn't last
long as a manager either
so
don't don't be that kind of
authoritative angry insecure manager go
out there reach out to your people ask
them for help
have them show you you know show them
have them show you how you can even do
your job better take their input you
know when you reach out for help from
them when you talk to them this will
allow you to get involved in the
processes of how things work and when
you understand how their job works it
will allow you to be more effective to
them it will allow you and enable you to
get them the resources that they need so
they can do their job better but if
you're just managing them from like way
over here and their way over here you're
not involved
in their daily life and their daily
processes which means you're kind of
disconnected and you don't see
everything that's going on that they see
so let's move on to number two get down
in the dirt with a man
get down in the trenches with your team
members go go spend a day with them go
spend a few hours i mean that one
manager i used to have that ruled with
an
authoritarian fist
he never once came out to the project
site to see how we're doing he never
came out to see you know how we did our
job he never came out to ask how we did
things he just ruled from the phone and
just looked at the list of things and it
was either done or it wasn't done i mean
that's not how you manage people
go out there get in the trenches with
your own people have them explain their
job how do they do it
and even ask them you know hey is there
something i can do you know give me one
of the easiest things you got and then
and then go do it
go work with them you know shoulder to
shoulder rub some elbows and it will
allow you to build a stronger bond
with them because when you're doing the
same job that they are they're going to
feel that you know you're more like them
you're going to learn more about them
you're going to learn more about how
their job works and how it operates
and they're going to have more respect
for you they're going to have more trust
for you and in you
when you're out there doing the same
kind of stuff they're going to feel that
you know
you're not above them
you're essentially putting yourself at
their same level and that's that's going
to build so much more trust they're
going to see you as as a person of
authority
but also someone you know who's humble
who wants to be there who wants to
support the team who wants to accomplish
the mission or the project or whatever
the goal is
it's just going to allow you to build
that bond with your team which is going
to build trust which is going to allow
you
to influence them
so let's move on here to number three
tell the truth
don't ever lie to your team members or
your subordinates or your employees i
mean if things aren't going well
let them know be straight up
don't beat around the bush never lie to
them because as soon as you start lying
to your team members your employees and
they catch you in that
any trust that you had is gone they're
they're not going to trust you and if
they don't trust you you can't influence
them to do their jobs i mean you might
be able to just get up there and blab
all day long about what needs to be done
but they don't believe in you anymore
because they caught you lying to them so
don't lie to your people be straight up
they could handle the truth and it might
be an ugly truth it might be a painful
truth it might you might be at a point
in your business where a certain number
of people are going to get laid off
don't make the threats of people getting
laid off just get up there and say you
know what this is where our business is
at this is where we need to be here's
what needs to be done
and
don't make the threats of
firing people or terminating or layoffs
because that's going to demotivate your
team
they'll get the message
when
they know that you know we're here but
we need to be here they'll be able to
read between the lines and say you know
what it's time to pull together this is
a team effort let's get everybody and
let's pull through and let's make this
happen and get where we need to be
so as a manager as a business owner
be honest with your people give them the
truth straight up that can handle it all
right moving on to step number four in
addition to telling the truth
you need to own everything
that means everything
is your responsibility if something
didn't work out you need to own it it's
your fault if one of the team members
didn't pull through they didn't get
something done on time it's your fault
and let them know that like so for
example if you're ever in a a team
meeting where everybody gets called in
because we need to figure out why
something didn't work why a customer
didn't get an order on time why a
product failed so that when they see
that you're up there taking
responsibility
from your boss for their mistake
the respect for you is just gonna go off
the charts because they're gonna know
inside that
that was my mistake i failed there but
you know what my boss
he's out there he's owning it he's taken
the heat from my mistake he's saying
it's his fault
and it is it is his fault because
the team failed and he's leading the
team so it's his fault so when you can
show your team that you're taking
responsibility for the whole team good
or bad
that's going to elevate their level of
respect and they are going to trust you
implicitly
forever and ever and it's also going to
motivate them so much more than it ever
did because they are never going to want
to see
you having to take the blame for
something that was their fault so moving
on to number four
trust your employees trust your team
members in order for
them to trust you and believe in you
you need to give trust back
and one of the best ways to trust your
employees is to give them an assignment
give them a project and let them go
executed on their own without you
and let it be their idea i mean say you
know what here's a here's a project that
needs to be done
and have them come up with a project
plan for how they think it should be
done
look at the plan validate it make sure
that it's a sound idea even if it's not
exactly the way you would do it
but you know what it'll work
give it to them let them execute it
they'll be a lot more vested in it when
it's their own idea now don't give them
something that's so big that will have
consequences if they fail but start off
small
give your team members small projects
that they can go and execute on their
own it could even be like just a sub
project of a bigger project that's going
on
and let them go execute it themselves
and it'll be their plan it'll be their
idea and
when they do it i mean this is going to
build trust in you because you gave them
an assignment to to go off and execute
it they're going to trust you more
because you are trusting them and
maybe maybe it doesn't work out maybe
there's some problems along the way so
don't use this as an opportunity to
scold them or anything but as an
opportunity to learn and grow
and
give them another project
maybe a little bit more responsibility
and then a bigger one and a bigger one
and this is how you build trust in them
and eventually you'll be able to give
them projects that are sizeable but
you'll have the belief and trust in them
that they'll be able to execute it to
completion and
when you can trust them at that level
just imagine the trust that they're
going to give back to you and when you
have all that trust that's going to
allow you to further influence them in
some cases you might even need to
micromanage them on some of these
projects you might you might need to get
involved on a daily level with them to
get through the project but this is
where you're teaching them and it's an
opportunity to grow
and you constantly want to be aware that
you're micromanaging them and then
slowly backing off and pushing more and
more responsibility and trust on them
because if you continue to micromanage
them all the time
then then you're not a very effective
manager the effective
manager is one who manages his people
gives them the resources that they need
and then has the trust in them that they
can go off and execute the plan the
project or the job whatever it is so
moving on to number five
encourage
questions from your team members and
your employees don't ever make them feel
stupid for asking a question
because if they're asking a question
about how something is done or why are
we doing this it shows that they're not
on board yet and
it shows that they don't understand the
goal the vision or the mission whatever
it is
but
you want to keep the door open you want
to encourage them to ask questions to
push back
on you or the idea or the vision
to
allow you to clarify on where we're
going why we're going there because if
you don't have the hearts and the minds
of them
then they're not going to deliver for
you
they're not going to go that extra mile
they're not going to trust you and again
they don't trust you you can't influence
them so allow them to ask those
questions and push back against your
ideas and this will challenge you to
know that you know what you've already
shared with them
wasn't clear
it didn't get them on board you didn't
do a good enough job of influencing them
of sharing with them why this is
important why we need to do this why
we're going in this direction so if
they're disagreeing with the direction
of where you're going you want them to
be able to raise their hand and say hey
i don't get this or why are we doing
this
and that's your opportunity to get out
there and further sell them on the
vision and find out exactly what it is
that they don't get why they don't get
it and then help them understand
all right there you go five easy steps
to being the best the most effective
manager business owner entrepreneur that
you can be
now in order for you to grow your
business you need to hire the best
people you can't just hire anybody you
want to hire the best people into your
business the best managers the people
that are going to help your business
grow to help you out with this i wrote a
brand new book it's called the seven
master steps to hiring a players and if
you're not hiring a players you better
start because if you're not your
business is going to suffer and it's
probably just going to be a flat line so
you want to aim to hire the best people
that you can absolutely hire and nobody
less so head on over to the
simplehiringsystem.com
and download the seven master steps to
hiring a players and i guarantee you
will dramatically improve on the quality
of the people that you bring in to your
organization that's all i have for you
today i'll see you in the next video
take care bye now