Earlier this week I wrote about why it’s important for a boss to talk about what she does with her team. If you’re considering sharing more about what your role is like with your team, it’s important to keep in mind a few things.
- Share as appropriate. If you’re a principal and you know that Jen, one of your English teachers, is satisfied teaching and has no interest in administration, think carefully about how sharing about your role would benefit Jen. (This scenario takes for granted that you know Jen’s future dreams. If you don’t know about what your staff members are working towards, ask them. Then you can tailor what you share with them based on their interests.)
- Don’t complain. Letting your team into what your job is like doesn’t give you permission to complain about the crappy parts of your job. Rather, you can speak generally about how systems function and how your role is compromised when certain systems break down. Again, this level of detail is not always appropriate. You can discern how much to reveal based on the employee’s needs and the situation. Maybe a break down in the petty cash reimbursement process has you spending more time than usual in meetings with finance. It’s okay to be transparent, without throwing other colleagues under the bus, so that your team understands your role in such systems (and why their reimbursements may be late).
Ultimately, use your common sense. It’s helpful to know what one’s boss is up to. Being transparent with your team about what your job is like may be helpful if your team members are interested, and if you maintain appropriate boundaries about some details.
Do you have experience having these conversations as a boss or with your boss? How did they go? Share in the comments below.