Managing People as a People Pleaser

I've always known I'm a people pleaser, maybe it's that classic middle child syndrome. But when you manage a team or run your own business, being overly concerned with keeping everyone happy can be tough. It's especially challenging when you have to give tough feedback, handle disciplinary actions, or even let someone go. The last thing you want is to be the reason someone is unhappy.

But here's the thing—I've found ways to turn this trait into a strength rather than a hindrance. Imagine being able to manage your team effectively while still being true to your empathetic nature. It's about reframing how you approach feedback and setting clear boundaries to maintain professionalism without blurring the lines with personal relationships.

Here's how I've learned to navigate it:

1. Reframe Feedback as Supportive Growth Opportunities: Instead of seeing feedback as criticism, think of it as a chance to help your team members learn and grow. By providing constructive feedback, you're empowering them to improve and succeed in their roles.

2. Establish Clear Boundaries: In my experience, maintaining a professional distance from your team and clients is key. It ensures that decisions are made based on business needs rather than personal feelings, making it easier to handle tough situations impartially.

3. Embrace Empathy as a Strength: Being empathetic doesn't make you weak—it makes you a better leader. Understanding your team's emotions and showing genuine care for their well-being creates a supportive work environment where everyone can thrive.

So, managing people as a people pleaser isn't about compromising your leadership effectiveness. It's about leveraging your empathy and setting boundaries to foster a positive and productive workplace. By doing so, you'll build a team that respects you, trusts your decisions, and works towards shared success.