A key aspect of management and leadership success lies in ensuring that your team is able to accomplish their tasks efficiently. Leaders are sharing with me that they are experiencing an increase in the demands placed on their teams. With sudden a deluges of requests inundating them, sapping their time, energy, and ability to focus on crucial work more regularly.
It’s estimated that workers lose an average of 2.1 hours per day to distractions. And it takes an average of 24 minutes to refocus after an interruption.
University of California, Duke University, and NYtimes.
Todd Jackson, the renowned former product manager of Gmail, once shared a thought-provoking analogy regarding managerial styles. He highlighted the dichotomy of being an umbrella or a funnel. I’d like to explore these two contrasting leadership models.
- The Umbrella Model: A manager functioning as an umbrella strives to shield their team from distractions, interruptions, and unnecessary pressures. Much like an umbrella protects against raindrops, this leadership style ensures that team members can concentrate on their core responsibilities without being overwhelmed by external forces. By carefully managing external demands, the umbrella manager fosters an environment where the team’s productivity and focus remain intact. They act as a buffer, enabling the team to accomplish their key work efficiently and effectively.
- The Funnel Model: In contrast, the funnel model sees the manager as a conduit through which all requests and obligations flow freely. Similar to how a funnel channels substances from a wide opening to a narrower exit, the manager in this role allows various tasks and demands to pour through to the team members. They prioritize quantity and quick dissemination, often neglecting the potential impact on the team’s capacity to handle their core responsibilities. As a result, team members may become overwhelmed, and important work can be sidelined or compromised.
Source: https://sketchplanations.com/umbrella-funnel
To strike the right balance between being an umbrella and a funnel, effective leaders consider the following:
a. Prioritisation: Assess the importance and urgency of requests, filtering out unnecessary or low-priority tasks that may hinder the team’s progress.
b. Resource Allocation: Ensure that the team has the necessary resources, such as time, tools, and support to accomplish their key objectives amidst the influx of requests.
c. Communication: Maintain transparent and open lines of communication with the team, conveying the rationale behind decisions and involving them in the decision-making process where appropriate.
d. Empowerment: Encourage team members to take ownership of their work, providing them with autonomy and trust, while offering guidance and support when needed.
By embracing the role of an umbrella, managers can shield their teams from unnecessary distractions and create an environment conducive to productivity and success. On the other hand, managers who adopt the funnel model risk overwhelming their team members with an excessive workload, potentially hampering their ability to achieve their goals.
A thoughtful and balanced approach to leadership, incorporating elements of both an umbrella and a funnel, can empower teams to deliver their best work while managing external demands effectively. The success of a manager or leader is intricately linked to their ability to navigate these contrasting styles and cultivate an environment that fosters productivity, innovation, and achievement.
When it comes to the choice between being an umbrella or a funnel, self-reflection becomes even more crucial. By being self-aware and attuned to the needs of your team, you can discern when each approach is most appropriate. There will be times when your team requires the protection and focus that an umbrella provides, shielding them from distractions and allowing them to concentrate on key work. At other times, being a funnel may be necessary to ensure that essential tasks and requests are efficiently processed and distributed.
One powerful avenue for self-reflection and professional development is coaching. Coaching provides an invaluable opportunity to work with a skilled and objective professional who can guide managers in exploring their strengths and areas of development. Through coaching, leaders can enhance their self-awareness, refine their leadership approach, and acquire new skills to better support their teams.