As we know there is a difference between being a leader and being a boss. Some feel one is a title while the other is a position earned. What many companies like Facebook are proving is yes they are different but we need them both to function in the workplace. Gallup analysts Marcus Buckingham and Curt Coffman wrote “Great managers look inward,” “Great leaders, by contrast, look outward.” By this they mean that the leaders of companies don’t always have the time to focus on the people who work for them with a majority of their focus being on the growth of the company whereas the managers are there to manage employees and their output.
Facebook, running off a “strength-based organization” system, has followed the recommendations of Buckingham and Coffman’s book, “First, Break All the Rules”, they found the best performance by doing just that, breaking the rules. According to the author’s there are four keys to management. One when it comes to selecting someone of a job, you do so for their talent not how determined or experienced they are. Two, when it comes to expectations, don’t tell them how to do it just tell them what you want done, the final results expected. This gives many freedom on how they think and execute. Three, motivation is key. We want to focus on our employees strengths and not point out their weaknesses. Last, four, make sure you help them find the right fit. The employee is a valuable asset, not just a number so in order for them to be the best assets possible find the right place for them.
Rather than promoting employees to a managerial position, Facebook doesn’t it see that as a promotion but a different career path. Buckingham and Coffman see this system as shaping and developing employees. We see more motivation and creativity with these types of systems because the employees feel engaged and what they say matters all while growing as a person with a company they love working for. Is doing away with the manager as a promotion the future of companies? Would this in turn put people in the position as managers who actually wanted the job not for the wrong reasons and we actually see better leadership?