Remember that your job is to be a multiplier for your people. If you can remove a barrier, provide a valuable new perspective, or increase their confidence, then you’re enabling them to be more successful.

• Reduce by 80% the time it takes the top team to manage the business (operational activities)

• Refocus the senior team on market-facing activities

• Realign everyone else (onto the same page) to drive execution and results.

By defining the what and not the how, great managers/coaches give employees the autonomy to find their own way of achieving these goals.

Thus, a key function of great managers/coaches is helping individual employees refocus and prune their jobs over time so they focus more on activities that give them strength and less on activities that make them weak.

Finding employees’ strengths and focusing workers on those assets is the most powerful people-management tool we can suggest. And it goes hand in hand with dehassling a person’s job.