SUPPORT, what does it mean and look like?

As a leader we should be consumed with discovering how to support each person that we lead.  This is NOT a one size fits all scenario.  Each person needs support in a different way and we need to be ever evolving our own support techniques. 

Support – Verb

bear all or part of the weight of; hold up

give assistance to; enable to function or act

I believe that as a leader SUPPORT must be a verb.  We must be actively doing, showing and helping.  We don’t get to sit on the sidelines watching but need to be participating in their journey.

Here are a few ideas to start with and I encourage you to take some time and add to this list. 

Know their outside work dynamics (kids, school, charities, etc.) and work towards an accommodation. Have open dialogue and find a way to help them support what is important to them. Remember work is NOT their life, it is a means of supporting their life.

Explore what their workplace goals are and do what it takes to help them realize them. Support their desire to advance even when it means they move out of your department.  They need to know you want to help them achieve their goals. This may mean taking time to give them more detailed training, advocate up the hierarchy to give them opportunity for learning and growth or handing over responsibility (opportunity to move something off your desk!).

Know all of the programs and processes yourself.  If you don’t understand what they are using, then how are you going to help them. You don’t have to be the expert, but you need functional knowledge so that you can clearly define the challenges to the department that can address it.  Remove roadblocks and congestion, that is your job!!

Be willing to produce training and communication portals multiple ways.  Everyone has their own style of learning. Spend the time to create the information in a variety of formats.  Check in with each person to ensure they are being served by one of your delivery techniques.

Embrace “WHY”. Encourage everyone to question the status quo.  Just because we do it or think it today doesn’t mean we need to replicate it tomorrow.  Everyday there is opportunity to learn new things so when that new knowledge is applied to programs, processes and thoughts, there may very well be an exciting opportunity for change.  Learn to love change, progress can be the result.