The Cultivated

Management Philosophy

Pillars of Life

The first step to becoming an amazing manager is to take control and ownership of your own Pillars of Life.

By becoming the best person you can be, you will become a better manager too.

Life is short – don’t fill it with someone else’s dreams, goals and activities.

Focus on the right things, at the right time, for your season of life.

The Pillars of Life as I see them are:

  • Your education
  • Your health
  • Your family
  • Your finances and money
  • Your impact on society
  • Your effectiveness

By focussing on the Pillars of Life you’ll have more to offer your people. You’ll have a better life. You won’t give away your dreams to an organisation. You stand more chance of building the life you want.

Be effective and liked

Be Effective and Liked

The second step is to become unbelievably effective AND liked.

We’ve all met people who are effective at work but painful to work with.

Equally, we’ve met people who are lovely. Like Cuddly Bears. But we often wonder what they do all day.

Your job is to be effective AND liked. To tread the line carefully and know when to flex either way.

The best way to do this is know exactly what’s expected of you as a manager and develop a Superpower in the world of business…

– Effective communication skills.

Release Agility

The third step is to Release Agility in your organisation.

Your goal as a manager is to free, unlock and release the agility in your organisation. To move smoothly and quickly towards your goals.

Agility follows the overcoming of obstacles that stand in your path. As you free more agility you discover more problems, and solving these will release more agility.

The cycle continues forever. There are always more problems than can be solved. The trick is knowing which ones stand between where you are now, and your True North.

No agile framework will help you do this.

Here’s what I recommend instead.

1) You paint a picture of where you and the organisation is heading. Your purpose. Your True North. The reason society needs what you offer.

2) You identify the real reasons why you’re not there yet. What’s stopping you? Once you’ve done this, build a plan to overcome the obstacles and problems. This is a strategy.

3) You build the right team to get it done. If you cannot look around your team and say “This is the team to get it done”, then you have plenty of work to do:

4) You identify, model and communicate the behaviours that you want in your organisation. The culture of the organisation is nothing more than group habit – how people behave every day. Underneath every agile framework that succeeds, are people behaving in certain ways. Why not skip the framework and go straight to the behaviours?

5) And you learn your way through the journey. There is always a way to be better. Mistakes are opportunities to make you and the company better.

To Release = Set free from confinement, to let go

Agility = moving quickly and easily towards your goals

Culture is nothing more than group habits

Releasing Agility always requires a culture change, yet most companies approach this by trying to “coach” their way to a new way of working rather than addressing the real and obvious problem – ineffective management.

If you want to change a culture, you must change behaviours.

People must therefore change their behaviours – and this is never achieved by awareness pieces, slogans, powerpoint slides and company Ra Ra.

It is achieved through HR initiatives rolled out by managers who encourage behaviour change by setting the standard, giving feedback and dealing with low performance. This is the role of Management.

I believe in management

– even in agile teams.

Why Cultivated Management?

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