Hi guys,
So as we come to the end of The Making of a Manager series, I wanted to reflect on where this all started.
A few months ago, I was going through my dad’s laptop and stumbled across a presentation he had given to a group of people. That presentation became the inspiration for this entire series.
We’ve talked about what it means to be a manager. We’ve talked about identifying your gaps, understanding where you need to improve, finding opportunities to develop yourself, and taking ownership of your growth. We discussed opportunities that already exist around you and the opportunities you may need to actively seek out for yourself.
While I focused mainly on professional development throughout this series, one thing my dad’s presentation touched on that I haven’t really explored is the personal side of growth.
Because the truth is, we don’t leave our personal lives at the door when we come to work.
Personal crises, financial pressures, family challenges, health concerns, relationship difficulties, these things have a way of affecting how we show up professionally. Sometimes the reason someone is struggling at work isn’t because they lack the skills or knowledge. Sometimes it’s because they’re carrying burdens outside of work that nobody can see.
My dad talked about the importance of recognising these challenges and seeking support when you need it. He spoke about financial advice, personal support, professional guidance, and having people around you who can help you navigate difficult seasons.
He also spoke about managerial support.
The reality is that very few people succeed entirely on their own. Most of us need someone who can guide us, challenge us, and help us see our blind spots.
I would like to believe that most companies have some sort of development plan for their employees. But even if they don’t, it’s something you can create for yourself.
Speak to your manager. Share your goals. Discuss the gaps you’ve identified. Ask for feedback. Ask for support. Ask for opportunities that will help you grow.
A good manager should be able to help you set realistic expectations, measure your progress, and identify opportunities for development. They may not have all the answers, but they can often point you in the right direction.
And sometimes, simply having someone who is invested in your growth can make all the difference.
One thing I haven’t really touched on is leadership.
My dad’s presentation went much deeper into leadership than I have in this series. He spoke about different leadership styles, how to handle different personality types and practical ways to work with them. I would love to dive into all of that someday, but honestly, I don’t feel qualified to teach those lessons just yet. Maybe that’s something we’ll revisit in the future.
For now, I think the biggest lesson from this series is simple:
If you’re in a role and you don’t feel confident or capable, start with your job description.
Understand what is expected of you.
Assess yourself honestly against those expectations. If you’re struggling to do that, ask your line manager for feedback. Identify the gaps, write them down, create a plan, and start working through them one by one.
Then, after some time, whether that’s six months or a year, review your progress. Ask for another assessment and see how far you’ve come. If there are still areas that need improvement, you’ll know exactly where to focus next.
What I’ve realised is that this doesn’t only apply to management.
It applies to business.
It applies to parenting.
It applies to relationships.
It applies to life.
Every one of us has gaps.
I’ve shared before that even in parenting, an area where people often compliment me, I still see areas where I can improve. The goal isn’t perfection. The goal is growth.
So as we close The Making of a Manager series, I hope it’s helped you as much as it’s helped me.
And more than anything, I hope it’s encouraged you to stop focusing on where you’re lacking and start focusing on how you’re growing.
See you in the next series.
Ayo
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