Recently I heard someone say: “Management is not for me.”
And honestly, I appreciated the self-awareness.
Not everyone enjoys management. Not everyone should become a manager just because they’re a strong individual contributor. They’re different skill sets, different motivations, and sometimes completely different sources of energy.
That said, I’m not convinced management is purely a talent you’re either born with or not.
Many parts of it can be learned.
You learn to listen more than you speak.
You learn that different people need different levels of support.
You learn that “everyone should just be proactive” is not actually a management strategy.
Years ago, I came across a classic leadership model that essentially says people can fall into different categories: some can do the work but don’t want to, some want to but can’t yet, some can and want to, and some need support in both areas.
The funny thing is that most managers spend years discovering that one management style doesn’t magically work for all four groups.
If only it were that easy.
One topic that keeps coming back is micromanagement.
Nobody puts “aspiring micromanager” in their career goals.
Yet sometimes it appears for a reason.
A new team member.
A critical deadline.
A process that doesn’t exist yet.
A project where one missed detail creates three weeks of cleanup.
In those situations, a certain level of close guidance can be useful.
The challenge is knowing when to stop.
Because if you keep managing experienced people the same way you manage someone on their first week, eventually you’ll be tracking calendar invites, reminding people to read Slack messages, and wondering why nobody seems particularly motivated.
Management, for me, is not about controlling every step.
It’s about helping people move from “I need instructions” to “I’ve got this.”
And perhaps that’s the real test:
Can you create enough clarity, trust, and accountability that your team no longer needs you in every conversation?
Because the best management outcome isn’t becoming indispensable.
It’s making your team successful without requiring your constant supervision.
Also, if anyone discovers a universal management framework that works perfectly for every person, every project, and every Monday morning, please let the rest of us know;)