Imagine a busy morning in the park. A runner zooms by, pushing their limits, eyes fixed on the goal, determined to beat their personal best. Nearby, a mom strolls hand in hand with her toddler, moving at the child’s leisurely pace—one small step every few seconds. Both are engaged, both focused, but in completely different ways. It’s a picture-perfect contrast that captures something essential about life—and work.
On one hand, the runner is like an individual contributor in an organization. Focused on personal productivity, speed, and hitting targets. It’s the kind of role that’s all about getting things done and doing them well. And let’s face it, these specialists keep everything moving. But that mother? She’s a different kind of powerhouse. She’s a manager in the truest sense—focused on guiding, nurturing, and ensuring her child thrives, much like a great manager focuses on their team.
This scene sparks a thought: if you’re looking for a fantastic manager, start by looking for a successful parent. Here’s why:
Expressing Care
Parents pour themselves into their kids, always looking out for their best interests, often at personal cost. Great managers do the same for their teams. They don’t just care about hitting KPIs; they care about the people hitting those KPIs. That emotional investment goes a long way in building trust and loyalty. Employees who feel genuinely supported are more likely to give their best and even ask for career advice when a new opportunity arises, just like a child seeks guidance from a parent. This kind of bond can last years and create a lifelong connection, far beyond the confines of any job.
Practising Patience
Anyone who’s ever been around a toddler knows that patience is a superpower. Parents endure endless rounds of the same question, wait out temper tantrums, and keep their cool during the long game of raising a child. Likewise, great managers know success doesn’t come overnight. They learn to move at the pace of their team, recognizing that it’s not about their personal wins but about cultivating the success of others. They understand that building something lasting takes time, and they celebrate the small victories along the way.
Leveraging Uniqueness
Parents know every child is different. They pay attention to what sparks their kid’s interest, offering opportunities to explore and develop their unique strengths. Great managers follow the same principle. They look at each team member and think, « How can I set them up to thrive? » It’s about finding the right fit, allowing employees to play to their strengths while providing support in areas where they may need growth. A change in environment or a slight role adjustment can make all the difference. Like a parent guiding their child towards what makes them light up, a good manager helps their employees shine.
Developing Independent Capability
Great parents understand that their job is temporary in the grand scheme of things. They aim to raise children who can think for themselves, make decisions, and eventually thrive on their own. Similarly, good managers don’t try to hold on to their employees forever. They coach them, give them the tools to succeed, and then empower them to grow—even if that means encouraging them to move on to bigger opportunities. It’s about creating capable, independent individuals who can lead themselves and others.
Setting Boundaries and Expectations
Clear boundaries are a parent’s best friend. Kids need to know what’s expected of them, and when they do, they feel secure enough to take risks, make mistakes, and learn. The same goes for management. Employees perform best when they know where the lines are and what’s expected of them. Great managers strike the perfect balance—setting high but achievable standards, encouraging their team to stretch and grow, and fostering an environment where failure isn’t the end but a chance to learn.
The Overlap
Management is a learned skill. And people who work hard to become better parents — by reading books, going to classes, experimenting, learning from mistakes — are also learning to become better managers.
Sure, parenting and management aren’t identical. The stakes might feel more pressing and immediate in the workplace, with performance targets looming. Also, the relationships may be shorter-term. You can’t fire your kid (though some might jokingly wish it was possible during a particularly tough phase). But at the heart of both roles is the same skill set: guiding, caring, teaching, and ultimately, letting go when the time is right.
So, while navigating the job market or preparing for the next big opportunity, it might be worth considering how parenting, with all its trials and triumphs, is a powerful preparation for being a great leader. Even a simple walk with a two-year-old can teach valuable lessons on what it takes to guide others—one patient step at a time.
Source: this text is based on an article by Peter Bregman published on the website of the Harvard Business Review.
