How To Apply The Making Of A Manager Principles At Work?

2025-11-12 12:49:16 96

5 Answers

Donovan
Donovan
2025-11-15 15:39:24
One thing I've realized after reading 'the making of a manager' is how crucial it is to shift from a 'doer' mindset to a 'leader' one. When I first became a manager, I kept trying to handle tasks myself, thinking I had to prove my competence. The book taught me that real leadership is about enabling others—delegating, coaching, and trusting your team. It’s uncomfortable at first, but once you see your team members grow and take ownership, it’s incredibly rewarding.

Another key takeaway was the importance of feedback loops. Instead of waiting for formal reviews, I now make feedback part of everyday conversations—both giving and asking for it. Small, timely adjustments create a culture of continuous improvement. Plus, framing feedback as 'Here’s how we can make this even better' rather than criticism keeps morale high. The book’s advice on running effective 1:1s also transformed how I connect with my team—less status updates, more career growth talks.
Tate
Tate
2025-11-17 01:43:01
Zhuo’s emphasis on vulnerability reshaped my leadership. I used to hide my mistakes, afraid it’d undermine me. Now, I openly share when I mess up—like misjudging a timeline—and discuss what I learned. It’s crazy how this simple shift built trust. My team now admits slip-ups early instead of covering them up. Also, her 'five whys' technique helps us solve root problems, not symptoms. Why was a project late? Because requirements were unclear. Why? Because we skipped stakeholder checks. Fix that step, and the issue vanishes.
Gideon
Gideon
2025-11-17 14:28:32
I’m a big believer in Julie Zhuo’s idea that great managers are made, not born. One principle I apply daily is 'focus on outcomes, not processes.' Early on, I micromanaged how tasks were done, which just frustrated everyone. Now, I set clear goals but let my team figure out the 'how.' For example, during a recent project, I defined the deadline and quality standards but encouraged different approaches—some used spreadsheets, others visual tools. The result? More creativity and ownership.

Another game-changer was her 'manager’s manifesto' concept. I wrote mine down: 'I’m here to remove obstacles, not add them.' It sounds simple, but it shapes every decision—from meeting schedules to resource allocation. If something doesn’t serve my team’s progress, I question it. This mindset has made our workflows way smoother.
Piper
Piper
2025-11-18 05:32:36
Zhuo’s book made me rethink communication entirely. Before, I’d overload meetings with updates nobody cared about. Now, I structure discussions around three questions: 'What’s blocking you?' 'What are you proud of?' and 'Where do you need help?' It cuts through the noise and surfaces real issues. Also, her 'situational leadership' idea—adapting your style to each person’s experience level—was eye-opening. With new hires, I give step-by-step guidance; with veterans, I step back and play sounding board. It’s not one-size-fits-all.
Noah
Noah
2025-11-18 20:49:44
The chapter on hiring in 'The Making of a Manager' stuck with me. I used to prioritize technical skills above all else, but now I look for 'teachable fit'—people who align with our values and can grow into roles. For instance, last month I hired someone with less experience but incredible curiosity. Following Zhuo’s advice, I paired them with a mentor, and within weeks they were contributing fresh ideas. Another tip I love: 'Your job is to make your team’s jobs easier.' I now spend Fridays reviewing what drained energy that week—then fix it. Last week, that meant automating a tedious reporting task. Small changes, big impact.
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