Wrong but useful. Working @Twitter, tweeting about data science and people management.
"Wait, it's all her views?" 
"Always has been"
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Teams and companies are more than the sum of their parts, and managers need to learn to think about how the people they manage fit together and into the company as a whole. This sometimes requires prioritizing the group over the individual, and this can be uncomfortable.
It is especially uncomfortable as a new manager, because the experience of being an IC is still fresh in your mind, visceral. You don't know how to assess your own managerial ability, so you fall back to easiest measurement proxy--how do much do my ICs like me?
Part of what makes people management such a difficult and emotionally draining experience is that you have to stop caring about this. It'd be a lot more fun if all you had to do was cheer on great people, but even great people will lose their way on occasion
When that happens, it's your job to get them back on track. The empathetic mindset of servant leadership helps you build the trust you need to tell them things they might be resistant to, but it doesn't change the fact that you still need to be honest with them.
If you manage people long enough, you WILL find yourself in this situation. You'll go through it many times, in fact, and you will get better at it the more you deal with it.
So yes, listen to your people and be their advocates. But also be prepared to act like an authority figure sometimes, because you are one.
doubly hard because if you start out in a ‘want to be liked’ pattern then you dig yourself into a hole it’s hard to get out of. That said, there are ways to give critical feedback & still be liked as long as it’s coming from a place of caring about the direct’s growth vs yourself
what's an IC?
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