Back to school for managers: reset the human part of work
September does something to leaders.
Even if you don’t have kids, don’t buy stationery, and haven’t seen a school bell in years — the air still carries that “new term” feeling: fresh start, fresh routines, fresh expectations.
And then reality arrives:
- calendars fill up
- priorities multiply
- your team shows up with wildly different energy levels
- and everyone is “fine” (but said through clenched teeth)
Here’s the thing most managers don’t say out loud:
When work feels hard, it’s rarely because people forgot how to do the tasks. It’s because the human connection underneath the tasks has frayed.
You can feel it when…
- meetings get quieter (or sharper)
- small misunderstandings take days to unwind
- people stop asking for help
- feedback becomes a landmine
- good people start “keeping their heads down”
None of this is a moral failing. It’s just what happens when momentum outruns relationship maintenance.
The hidden cost of “getting back on track”
Most teams don’t need another process.
They need:
- clearer expectations
- fewer assumptions
- safer conversations
- and more moments of real attention
Otherwise, you end up managing outcomes while ignoring the system that creates them.
And that system is trust.
A quick diagnostic (2 minutes, no clipboard required)
If you manage a team, ask yourself:
- Where is trust currently doing heavy lifting? Who are the “glue people” keeping things running?
- Where are we relying on mind-reading? What’s “obvious” to you that might not be obvious to someone else?
- Where is silence showing up? Who hasn’t spoken up in meetings lately? Who’s stopped pushing back?
- What’s the one conversation we keep avoiding? The one that would relieve pressure if it happened calmly and clearly.
If even one of those questions makes you wince a little… congratulations, you’ve found the real work.
A gentle “back to school” assignment for managers
This week, do one small reset that signals: We’re allowed to be human here.
Pick one:
- Name the season: “It’s September. Things are ramping up. Let’s talk about what ‘good’ looks like this quarter.”
- Invite friction early: “What’s one thing that could go wrong for us this month — and how do we want to handle it?”
- Ask for needs, not status: “What would make your work easier right now?”
- Repair one tiny rupture: “Hey — I think we missed each other on that. Can we reset?”
Small moves. Big relief.
Why this matters (especially now)
If you wait until performance drops, the conversation becomes corrective.
If you invest in connection now, the next hard moment becomes collaborative.
That’s the difference.
— Diane
If you would like to work with me, let’s talk! Book a call here.
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Diane Darling is an author, speaker, and entrepreneur. See Diane in action and learn more about her topics here. McGraw-Hill published her books, The Networking Survival Guide and Networking for Career Success, now in 9 languages. She published, "She Said It: A collection of quotes by remarkable women."
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