Imagine that you are "playing the part of a people manager"

What would the script tell you to say?  Can you see your mark on the stage where you’re supposed to stand?  Is someone directing you to make sure you say and do the right thing?  Are there people in the wings waiting to give you support and advice? Are you working from a script, or is this an improv where you make things up as you go?  

How do you want to play your managing role? 

When you manage people—in any company and at any level—you can easily lose your way.  With so many people watching you and wanting things from you, it’s easy to get squeezed into a mold.  You start chasing emotional fires and personal problems.  You can get lost in the human drama.  In time you can become a human ATM machine for your employees.  You wonder, who really is the boss?  

Rekindle your identity and purpose 

It’s not just a training or skills issues, it starts with how you see yourself and the managing role that you're playing. Here are my favorite 15 starting principles for managing people. Think about these as your drive to work...discuss with a colleague over a latte at Starbucks. Then come back here to add a comment or new item.     

1. Every ship needs a Captain. This is your team, this is your responsibility.  Employees need to respect your role, and you'll need to find effective ways to direct their work and get them to listen to you.  "Is anyone steering this ship?”   

2. You have the power to act. You have a
   commission and a jurisdiction--your company wants you to manage these people. See yourself with the power and ability to exercise judgment and make decisions. Everything on The Story Board is within your power and authority to own.
3. All managing is local.  Real work happens in the final “50 feet” of the company.  In the executive conference room someone sets mission and goals, but it is a local phenomenon to get work done and satisfy customers.  People managers are in a key position to make things happen. 
4. Respect and competency comes first.  Getting employees to like you is an uphill challenge.  Emotional energy and attention span will ebb and flow; people will show bursts of personal desire where they can’t see much beyond themselves.  Your managing approach can give people consistency and predictability in the “everyday”.  This platform of respect and competence is where you connect with your employees and build work relationships.
5. People deserve your value and respect.  You value people and respect what they can bring to your work group.  Every individual can add value to the business—in fact, they are the business.  People are our only lasting competitive advantage. You should enjoy managing them. You like seeing your employees at your door.
6. Focus on what you can change.  Don't let rules
   and process weigh you down.  You not be able to give pay raises or easily fire someone, but you're not powerless.  Anything on The Story Board is within your power and ability.
7. Simplify everything. Managing is not simple, but you can pick simple ways.  Pick uncomplicated tools and methods that you and your team can own and deliver.  Plug and play, fewer steps, functional trumps pretty.
8. Remove barriers between you and your employees. Rules and policy can stifle the everyday working relationship that you have with your employees.  3rd party staff groups can add steps where you feel compelled to ask for permission or explain yourself.  You can’t completely control how this plays out in your company, but you should watch that you don’t feel powerless or participate in this.  Act like you're the owner...they are your employees, right?
9. Love the mess. It’s human nature to desire freedom and shy away from accountability.  People like to be involved, but may run from responsibility.  And who likes to be measured and watched?  Know the tension, expect push back. People will exhibit a great deal of variability, emotion, and personal desires. They are people, right?  If you want to manage people, you gotta love the challenge and mystery of it all.
10. Managers are the North Star.  “He who
    rules must rules with calm.”  You need to
    find the emotional strength and wherewithal 
    to take the heat, face disapproval, and step
    up to conflict.  You should be unwavering,
    steady, unflappable.  It takes courage to
    make an unpopular decision.  You can't 
    pass your fear and anxiety to your team.   
11. You’re ready to manage. Are you making things up as you go?  Do you find yourself explaining and defending your actions?  Is your approach simple to follow?  Confidence and poise comes from knowing in advance how you'll manage your team.  Get a game plan.

12. Decide: You want to manage people. This is your day job.  It’s not just an incidental move for career or compensation.  You feel a sense of calling to get work done through others.  You see the importance in giving time and energy toward managing people.   This is your #1 responsibility.