In an era characterized by low employee engagement and “quiet quitting,” the role of a manager has become increasingly difficult. Based on insights from Selena Rezvani’s book, Quick Leadership, this article suggests that effective management today relies less on flawless execution and more on trust and human connection. Below are five key strategies to become a resilient, desirable leader.
1. Be The Buffer
One of a manager’s most critical roles is shielding their team from organizational chaos and “fake urgency.” Acting as a buffer allows the team to focus on work that actually drives value.
- Filter Urgency: Question the “ASAP” requests. Ask for real deadlines to prevent unnecessary fire drills.
- Kill Pointless Meetings: Protect your team’s time by declining meetings that lack agendas or clear decision-making goals.
- Provide Air Cover: Help your team set boundaries by negotiating timelines or saying no to low-priority tasks.
2. Lead By Example: Wellness Starts With You
Managers set the cultural tone. If a leader sends emails at midnight or works through vacation, the team feels pressured to do the same. You must model the behavior you want to see.
- Respect Boundaries: Explicitly state that work hours differ and off-hour responses aren’t expected.
- Disconnect: Do not check messages during PTO to show that rest is a non-negotiable part of success.
- Recover: Offer flexible hours or mental health resets after intense project periods.
3. Elevate Diverse Voices
Sameness kills creativity. To avoid echo chambers and stagnation, managers must actively invite diverse perspectives and “cognitive friction.”
- Encourage Challenge: When an idea stops you in your tracks, ask questions rather than shutting it down.
- Diversify Teams: Hire for different perspectives and challenge the concept of “culture fit.”
- Disrupt Sameness: Utilize reverse mentorship and role rotation to keep thinking fresh.
4. Delegate Like A Boss
Avoiding delegation leads to burnout and stifles team growth. Rezvani outlines five levels of delegation to use depending on the situation and the employee’s expertise:
- Level 1 (Directive): “Do exactly this.” (Speed/Precision)
- Level 2 (Guided): “Here is the framework.” (Setting standards)
- Level 3 (Collaborative): “Let’s tackle this together.” (Coaching)
- Level 4 (Consultative): “Bring me recommendations.” (Autonomy with oversight)
- Level 5 (Full Ownership): “You’ve got this.” (High trust)
5. Craft Their Growth Journey
Growth is about more than just promotions; it is about skill acquisition and future employability. Supporting an employee’s long-term goals builds loyalty, even if it eventually leads them elsewhere.
- Discuss the Future Early: On day one, ask about their long-term aspirations.
- Create Development Plans: Co-create opportunities for mentorship or cross-functional projects.
- Support Exits: Accept that helping someone reach their potential may mean helping them leave your team eventually.
Mentoring question
Reflecting on the ‘5 Levels of Delegation’ described in the article, which level do you default to most often, and what specific task could you move to ‘Level 4’ or ‘Level 5’ this week to empower a team member?