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What does Miles Davis have to do with managing high performers in business?
Good question. Miles Davis is rightfully acclaimed as an icon of jazz but he didn’t make music alone. Miles worked with the best of the best to create music that stands as among the highest forms of the genre. In part 1 we explored three key lessons we can learn from Miles' approach to managing his high performing band mates. They were: Be excellent, publicly; Don't hire a trumpet player; and Play together.
Managing high performers: Lessons 4-6
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4. Don’t tell them what to do, tell them what not to do
Related to lesson three, play together, is the style of debriefing and guidance Miles offered to his band mates following their performances. Miles didn't put a group together hearing the music he hoped they would produce in his mind, then correcting them to come as close as possible to his vision. Miles believed in an experimental approach to developing new music. When reflecting about what took place in performances, Miles would say what his band mates shouldn't do but he wouldn't tell them what to do. He hired them for their expertise on their individual instruments. He wanted them to bring their ideas to the table so they could take ownership of their performances and the product of the group.
The high performers in your organization reached a level of success before becoming members of your team. When managing high performers, take advantage of their creativity and input by channeling, not directing their contributions to the organization.
5. Listen to save the day
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“Don't play what's there, play what's not there.” Miles Davis
Deep listening is the art of hearing not only what is said but also what isn’t said. On stage, Miles had the opportunity to lay out and listen to what his band mates were playing. There were times when while reaching for new forms of expression, the band lost its way. By listening to what wasn’t there, Miles could enter the fray at the right moment with the phrase that would bring the other players back together again, finding a groove that was satisfying to the musicians and the audience.
Look for your opportunities, especially in conflict, to find what isn’t being said and remind the participants in the argument that they are on the same team. Listen for agreement that the parties may be missing, summarize, and encourage them to listen deeply to each other when emotions run high. “What I am hearing is…” is a great way to interject.
6. Talk about life, not music
With our busy lives it may be tempting to leave work at work and leave life at home. We can get through our workdays without sharing with others the experiences that shaped us outside of the work environment. Miles believed knowing the personal histories of his band mates was crucial to being able to know them musically. He invested time in learning about the backgrounds of his band mates and he shared his own. This sharing created an environment of trust that helped his musicians to work with each other more closely.
Be willing to be more open when you are managing high performers as it can lead to more effective, trusting relationships. A deeper bond of respect can increase loyalty to you, and commitment to your organization and its goals.
6 Lessons for managing high performers from Miles Ahead:
- Be excellent, publicly
- Don’t hire a trumpet player
- Play together and produce excellence
- Don’t tell them what to do, tell them what not to do
- Listen to save the day
- Talk about life, not music
Let us know what you think is missing regarding managing high performers in the comments area below. Want more on managing high performers as well as others? Click here.
