I’ve been lucky to work for a number of really great leaders over the (cough, cough) years I’ve been in the working world.
There was Patricia Ramirez in the Air Force, stationed with me at Lowry AFB in Denver, Colorado. There was Nancy Wallace, Benefits Manager at the Rochester Institute of Technology in Rochester, NY. And then Cindy Aubrey, Chief Communications Officer at the City of Colorado Springs.
But Melanie Hammond Adams was one of the best. Melanie scooped me up out of a job as a phone rep to be one of her supervisors in the Sales and Service Department at Current Inc. She put me in charge of a team of 100+ customer service and sales reps and an upsell program.
She would say she wasn’t perfect, but I’ve also worked for some “humdingers” over the years and I can tell you she had a lot on the ball. Here’s what made her, and the others mentioned above, so valuable as a manager:
Top Leadership Traits That Garner Respect
Melanie was wicked smart.
She had an operations mindset, a no-nonsense approach and an analytical perspective.
Her communication skills were exceptional. She listened, asked questions, then listened again.
There were times she took blowback from above, but held it in check like a true professional.
She had good insights into human nature and a well-developed emotional intelligence.
There were times she’d roll out a sense of humor that made me laugh while I was simultaneously being “coached” for some screw-up I’d made. She came into my office, grabbed the back of my chair and jiggled it, saying, “If I’ve told ya once, I’ve told you a thousand times!” Noted and appreciated.
We were opposites in a lot of ways, but she didn’t chastise me for my personality style being different than hers. She said many times it was the reason she’d hired me. I felt valued.
Melanie was fun. And over the years she became a friend. Some say it’s not wise to befriend someone who works for you. But I respected her role and we both knew how to maintain the boundaries. I think it made us a great team.
I learned a lot from all the fine people mentioned above. In addition, I’ve added some tips below for emerging leaders and perhaps those who have been on the job for a while.
6 Tips for Emerging Leaders
- You don’t have to have all the answers. Don’t be afraid to say, “I’ll find out,” and then get back to them. No one has all the answers. Don’t let ‘em fool you.
- Read the book, “First, Break All the Rules” by Gallup. It’s been around a while, but it’s one of the best leadership books I’ve ever read. It’s simple to understand, distill and apply.
- Ask more than you tell. People love to share their opinions and they feel appreciated and respected when you ask them what they think. You don’t have to adopt their suggestions, however. Let them know you’ll consider it. Then circle back to let them know your decision.
- Encourage folks to take advantage of the Employee Assistance Program (EAP). There will be people you manage who face domestic abuse, mental health issues, financial dilemmas and other personal issues. While it’s not your job to solve their problems for them, do not abandon them just because they’re struggling. That’s what an EAP program is for.
- Don’t be afraid to document and address a discipline problem. Letting it go on will only make things worse for them, for you and for the others who work for you. Start with the verbal counseling, then the written, etc.
- Give your people opportunities for development. Some studies say that professional development is as valuable to people as a pay raise. Don’t let them stagnate. Challenge them.
Got any questions? Please send me a message.
In Closing
After our days at Current, Melanie went on to work for Junior Achievement International in Colorado Springs. Our friendship continued over the next 25 years until, sadly, she lost her courageous battle with cancer on June 7, 2023. Melanie left behind three sons and her husband, Sam. She is sorely missed.