Before I explain what people managers can learn from parents, I feel the need to defuse what some readers may have in mind. I am not suggesting that employees and team members are children or act like babies [although, sometimes … – sorry, I’m digressing].
The Art of Parenting
If you have children, you should quickly relate to the fact that nothing really prepares us to be good parents. Sure, while growing up we assimilate patterns, behaviours, and skills from our environment – including and often to a large extent from our own parents. At a later stage in our children-free life, some of our friends start to have kids and we observe them – sometimes with curiosity, sometimes out of sheer voyeurism, and sometimes with envy – and that’s when we contemplate the idea of having kids of our own.
Then, one day out of the blue, the kind doctor tells your spouse that she is pregnant – in our case with twins! But that’s an entirely different story ;)
Then comes the next stage of learning to become a parent, we spent countless hours on amazon.com previewing and ordering books, lot’s of books. Except for a few best sellers, the others titles vary based on our perceived areas of weakness and the bad pattern we noticed from our parents when they raised us.
And one day, a beautiful baby boy is born and/or a pretty baby girl – once again, in our case we got one of each.
Once the sleepless nights are over and the baby is capable of learning, parents slowly transfer increasingly complex tasks to their child: holding the milk-bottle, feeding themselves, walking without holding mommy’s hand, abandoning the diaper, selecting how much ketchup to put on their food, picking their own clothes, walking to school by themselves, deciding what time to go to bed, going to a movie without supervision, and so on up to the point when the child moves out of the house to start their own independent life.
What people managers can learn from parents
It is obvious that parenting is very different from managing people, no doubt about that. On the other hand, their are some similarities.
Nothing prepares people to become good managers. Sure, while growing up in our professional career we assimilate patterns, behaviours, and skills from our environment – including and often to a large extent from our own managers. Granted, some people had the opportunity to learn about management during their school years and that could be an added bonus.
As with parenting, once we decide to get into management we spend countless hours on amazon.com previewing and ordering books, lot’s of books. Except for a few best sellers, the others titles vary based on our perceived areas of weakness and the bad pattern we noticed from our previous managers.
How that applies to Agile teams
Agile management is somewhat similar to the art of parenting with the manager transferring to its team increasingly complex tasks and responsibilities. Helping the team self-organize doesn’t mean to abandon the team to itself without help or some supervision. Along the same lines as parenting, there comes a time when the manager must determine how much responsibility to transfer and what level of support to provide.
Similar to the role of the parent, the agile manager is there to support the team’s development and make it successful and autonomous until one day – maybe – the team is highly performing and can become independent.