I work closely with a diverse group of people managers, ranging from those just stepping into their first leadership role to seasoned veterans with over 15 years of experience. During our coaching sessions, we look deeply into their leadership styles, with an aim to help them better grow their employees as well as to support them in building and maintaining happy and fulfilled teams. One probing question I often ask during this exploration—repeatedly, up to four times—usually catches them off guard:
"Why did you choose to become a manager?"
This approach may initially seem irritating (I do get some annoyance-signalling stares, I am not going to lie) but I assure my coachees that this repetition is intentional and the exercise is to reveal some fun and thought-provoking insights.
A typical exchange might go like this:
Me: "Why are you a people manager?"
Coachee: "It seemed like the logical next step."
Me: "And why was that the logical next step for you?"
Coachee: "I had reached my peak as an individual contributor."
Me: "Why did you feel that way?"
Coachee: "I wanted to explore management to expand my skills and have a greater impact."
Me: "But why?"
Coachee: "Hmm.. Well... I suppose... it's like being a conductor of an orchestra—I enjoy bringing a group together to create something impactful, and I feel I have a lot to contribute."
It's usually the fourth "why" that uncovers the true, deeper motivation—a personal and heartfelt reason. Earlier responses tend to skirt around the core, offering justifications like, "Isn't that just the way things are done?" These don't truly address the root of the decision.
On Meaning and Purpose
When my coachees engage in this exercise, they often find it grounding - even though the question is simple, the insights it unlocks can be profoundly eye-opening. Understanding the "why" is important because:
It is foundational—if your heart and mind aren't fully committed, then what's the point? To be honest, you might find more fulfillment and success pursuing a different path.
Connecting to your "why" fuels your drive— it provides the momentum and enthusiasm needed to not only secure the role but also excel once you're there.
It anchors your meaning purpose—knowing your "why" helps you navigate challenges and keeps you motivated during tough times, ensuring that your efforts align with your deeper goals.
However, many people rush into management roles without pausing to consider their underlying motivations, to then later on feel misaligned and sometimes misplaced. That is why, if you're an aspiring manager, I strongly encourage you to reflect on your "why." This understanding will provide you with direction, conviction, and vigor, setting you up for a strong start. And, if you're already managing people, it's never too late to revisit your reasons.
My WHY
Now, let me share a bit of my own "why":
Multiplying My Impact: Growing up, I was fortunate to have exceptional teachers who equipped me with the tools to achieve my own success rather than handing it to me. Their profound influence inspired me to become a leader who empowers and helps others grow.
Empowering and Energizing Others: In the same vein, I was blessed with incredible mentors throughout my academic and professional life who supported and believed in me. They didn't just cheer from the sidelines; they were in the arena with me, advocating and championing my cause. This inspired me to pay it forward and extend the same encouragement to others through coaching. The satisfaction I get from coaching, when someone achieves an "aha" moment or a breakthrough, is immensely fulfilling.
Leading by Doing: Here’s the slightly controversial part—I've always been known as a doer, a trait consistently highlighted in my reviews at Google, even by colleagues who had little else in common. This isn't a typical trait you'd associate with people management, where the norm is for individual contributors to be the doers. But I challenge that norm. I never wanted to be the kind of manager who just oversees and ideates; I wanted to be in the trenches, getting things done alongside my team. I wanted to lead teams of doers, not bystanders.
Continuous Learning and Navigating Uncertainty: Management constantly teaches you adaptability. Every day throws new challenges your way, whether they're small glitches or full-scale crises. You're always learning—especially when it comes to people skills.. Take a high performer hitting a learning plateau, for example. It's crucial to find ways to keep them motivated with new opportunities to stretch their skills. Conversely, managing low performers involves understanding the roots of their issues and working together with them to solve for whatever isn’t working out. Navigating conflicts within the organization, negotiating with other teams, and selling your ideas are all part of the job. You need sharp skills from the start, but the job will continuously test and expand your abilities. A friend once told me that my ability to sell broccoli to my daughter (she loves broccoli!) was thanks to my experience managing diverse personalities and mastering the art of speaking everyone’s language. I take it as a compliment :)
You Get the Opportunity to Own, Create and Innovate Strategy: Whether you're shaping new business strategy, forming teams, developing products, or pioneering processes, you're at the forefront of transformation within your organization. This role not only allows you to implement your visions but also challenges you to bring out the best in others as they contribute to these initiatives.
Working with a Team: The dynamic of working collaboratively, harnessing a group's collective energy and skills, is uniquely fulfilling for me. Leading a team means you’re not just responsible for your own output but are also guiding others towards a common goal, which magnifies your impact exponentially. And I get a thrill out of that. Plus, I enjoy socializing and ideating with other people around me, which makes team management all the more fun.
In conclusion...
My passion for people management comes from these multifaceted experiences—each aspect building on the others to create a rewarding career. These roles have allowed me to multiply my impact while also providing continuous personal and professional growth. For those exploring or already in management whether by intention or accident, embracing your "why" can profoundly influence your effectiveness and satisfaction in your role - hence, in my opinion, it is an essential reflective exercise for all aspiring and seasoned leaders out there!
#PeopleManagement #LeadershipDevelopment #ManagementTraining #ICtoManager #IgniteYourJourney #ExecutiveCoaching
Are you an Aspiring Manager looking to transition from stuck Individual Contributor to thriving people manager? Here are a couple of resources that can help:
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