Why do you want to be a manager?

- If someone asks you today why do you want to become a manager? Would you have a clear, genuine, and relatable response? If you struggle answering this question you may find it challenging to gain trust and buy-in from your team and make intentional decisions as a leader. Defining your why begins with understanding your internal motivators. Think of internal motivators as personal incentives that continuously fuel your desire to succeed in your role for yourself and your team of course. To me this means going deeper than surface level motivators, such as salary or benefits. It also goes beyond any answer you gave to the why do you want to be a manager question in your interview. You shouldn't be focused on giving the right answer. Instead, I want you to focus on being honest with yourself. Your answer here should be more unfiltered and may even uncover some emotions that you weren't aware of. Answering why questions can be tough as they ask you to justify. It helps to reframe questions to start with what, who, and when. They're often easier to answer and provide you with the same insight. Start by asking yourself some of the following questions. At what moment did you realize that you wanted to become manager? What excites you about being a manager? What about the management role suits you? What past lessons, trials, or mistakes will you carry with you as you lead each day? What are you looking forward to accomplishing the most in this role? These questions will help you begin to clearly pinpoint your internal motivators. In fact, these are some of the questions I've answered myself. During my career, I worked for a variety of managers. Each experience led me to my why. When I became a manager myself my goal was to be the manager that I always wanted. My internal motivators revolved around my passion for developing, motivating and encouraging people to reach their career goals. As a new leader, it is important to remember your main job is serving the people that you manage. Employees always want to know "what's in it for me?" Meaning, how is my new manager going to impact my role and professional goals? Your why or internal motivators should answer this question. Once you know your why, you should share it with your team. When you share your why with sincerity, you quickly build trust and buy-in. Tell your team why you chose management and how you being their manager will benefit them. For example, when I was a manager, I shared "I'm wildly passionate about helping professionals grow and become the best versions of themselves in and out of the office. I want to help you reach your professional goals by helping you explore training, mentorship, and educational opportunities. I am here to help you grow." After sharing my why, I received immediate feedback of appreciation, hope, and confidence from my team. I want the same thing for you. Take some time to reflect, and the next time you're asked "Why did you want to become a manager?" Confidently share your answer. Make sure it's clear, genuine, relatable and people focused. You became a manager for a reason. You're in the position to be a change maker and an inspiration to others. Let your why guide you.