The managerial role; how do you take it?

Imagine a team with no clear direction, where employees don’t know exactly what is expected of them. Even though the owner or lead thinks he or she is very clear about the direction. Comments like; “I don’t understand why they don’t take responsibility,” or “I’ve said so clearly that I think this is important,” are something we hear regularly.

The freedom to make your own choices is certainly there in these organizations, but without clear frameworks and expectations, uncertainty quickly arises. Saying “take responsibility” is not concrete enough.

We often see this scenario when executives neglect their role as managers. While that is precisely the basis for predictability, clarity and security. I would like to show why the manager role is essential, and how it provides stability, allowing employees to thrive.

As Bunchmark, we work from Secure Base Leadership. This way of thinking states that as a manager you have not one, but three roles to fulfill. Namely, those of leader, coach and manager. A good leader inspires and motivates, but an effective manager ensures that that energy is directed in the right direction. By fulfilling the managerial role well as a leader, you create a safe, clear work environment in which employees can work with confidence. This clarity provides the freedom needed for innovation, growth and a strong team.

First, let’s briefly consider the three roles you have to play as a leader:

• Leader (Share): Leaders inspire and motivate others. They are the vision holders and set the long-term direction for the organization and communicate about it. They create a positive culture and work on engagement. Leaders bring vision and direction, they encourage ambition and bring a sense of meaning to work.
• Coach (Care): A coach focuses on supporting, guiding and developing individuals or teams. They help others realize their potential, achieve goals and develop competencies. Coaches actively listen, ask questions, provide feedback and offer guidance to improve performance. A coach listens to an employee who is stuck and asks questions such as “What do you need to address this successfully?” They encourage, provide feedback and support the employee’s growth.
• Manager (Dare): The manager, on the other hand, is the architect of the workplace. They provide structure, planning and clear frameworks. Where are we going to start? How much time do we have? What are the expected results? They provide guidance by establishing rules and guidelines. A manager distributes the work within a team project, makes deadlines and checks that everyone is on track. This way, employees know what is expected of them and where to turn with questions.

Freedom in Structure: why the Managerial Role Enables Freedom

There is often a misconception that freedom and responsibility can only flourish without rules. But freedom without boundaries can actually create uncertainty. As a manager, you provide frameworks within which employees can move, experiment and make decisions. It is precisely these boundaries that create calm and clarity so that everyone knows what their playing field is.

Think of an escape room. Without rules and frameworks, it would be chaotic, but the puzzles and challenges create a clear playing field. Within that space, people can unleash their creativity and problem-solving abilities. A manager sets up an “escape room” for his team: he defines the goals and leaves the team free to find the best way to achieve those goals.

Clarity as a Basis for Security and Trust

Clarity and predictability provide a sense of security. People want to know where they stand. When a manager sets a plan and shares concrete goals, team members can stick to it. This not only prevents stress and uncertainty, but also builds trust within the team.

Example: A manager who organizes regular check-ins to discuss progress shows that they are engaged and there is always a clear time to ask questions. Team members know they are not left to their own devices.

The Managerial Role in Action: practical tips

• Be a signpost: Like a signpost at an intersection, the manager shows employees the way. Give specific instructions on what needs to be done and why it is important.
• Set “ground rules. Freedom is great, but give employees guidelines so they know what frameworks they can work within.
• Provide guidance and be consistent: Make sure your expectations are clear, and stay consistent in this. Repeat goals and frameworks in team meetings and at project kick-offs.
• Give room for questions: Not everyone dares to ask for clarification. Encourage team members to ask questions by, for example, starting the weekly check-in with the question: what question or ambiguity did you encounter this week?

The Silent Hero of Leadership

A good leader and coach inspire and motivate, but a good manager enables this energy to be channeled. By fulfilling the managerial role well as a leader, you create an environment where employees feel safe and supported, know what is expected of them, and can do their jobs with confidence. Because ultimately, it is the manager’s clarity that enables freedom, and that freedom leads to innovation, growth and a strong, cohesive team.

Bunchmark First Time Manager Track

Are you new to a leadership role and not yet sure exactly what is expected of you? Or do you have few examples around you and no in-company training? Or are you as an organization just looking for training for your new managers? Then our First Time Manager Track is just the thing for you. Together with a group of people, in the same position as you, you learn to shape your leadership role and create a work environment where everyone can shine. With room to maintain your own identity so that together we can develop into a new generation of managers. And that’s good news for your future as well as your organization’s.

We will begin a new batch of First Time Managers in January 2025, and we still have a few spots available. Find more information on the website.