RGIII (Robert Griffin III) of the Washington Redskins has fiercely been rehabbing his knee in preparation for the 2013 NFL season. His doctor, Dr. James Andrews, has given him the okay to get back on the field, but then added his thoughts on how RGIII should be used on the field. Is that his job? No! Stay in your lane doctor. As the doctor, your job is to determine if his knee his ready to handle the rigors of the NFL. You can give projections on what may happen if that knee is injured again, but that’s as far as your expertise goes. The Redskins’ coaches will determine what the game strategy will be. The coaches should be smart enough to not put RGIII in positions that are less than ideal if they actually plan on going to the playoffs and beyond.
This reminds me of the mistakes that new managers make – heeding management advice from Human Resources. For questions regarding management, new managers often turn to Human Resources (HR). This is one of the biggest mistakes that you can make. That’s not the lane you need for minor issues especially if you want to solve it creatively. HR in general is there to enforce rules and regulations. So, the management approach of HR is to assume that a problem exists and needs to be fixed or the employee is the problem and needs correcting. HR’s approach to management doesn’t allow for flexibility, individuality or the personal touch that may be needed to motivate employees. HR is concerned about following rules and laws that get in the way of good management which may entail treating employees differently (See Manage Personnel Differently). New managers, if you do have an issue with an employee, talk to other managers first or consult the literature. Then see what your gut is telling you to do. Make going to HR your last resort because their lane is different from your lane, so stay out of it.
Let this be a lesson for all of us. You do what you do and trust that others will do what they do.