I am not a good people manager and unable to make people work. I tend to work own way and do a lot for others. When it comes to my chance, nobody works for me and listen to me at workplace. What could be the issue?

Ans: I dont know which institutes you visited. were you a permanent faculty or visiting. As far as I understand good teachers are needed and students demand such teachers. All authorities cannot be demanding buttering as you say. Professional colleges go for competence. Yes you need to be polite and diplomatic while dealing with people. Do consider this and do a self assessment that you are not too arrogant. There is a difference between arrogance and self respect.

Ans: If you are an introvert and wish to stay so, that is fine... every workplace has different personalities and that shouldn't be a reason for others to misunderstand you.

But if you do want to work on that aspect, you can do small exercises to help you work towards extroversion. You can consciously take initiative to speak up with colleagues over lunch or coffee breaks and build rapport with them. Think up a couple of topics in your mind beforehand so that you feel more prepared.


It does take a while to get out of your comfort zone but take small steps and you should be there.

Ans: Dear Sir/ Madam,

Hope you are doing well.

Apology for the delay in reply.

First of all I recommend that one should stop labelling yourself ( or others). In this case you saying " I am not a good people manager" is labelling yourself. This way you will start (or have already started) believing that you are not a great people manager. Remember this is a skill and can be developed with practice, consistency and seeking regular feedbacks.

Few navigations you can look at-

Lack of Clear Expectations: If you haven't set clear expectations for your team, they may not know what you need from them. Ensure that roles and responsibilities are well-defined, and everyone understands their individual and collective goals.

Communication Skills: Effective communication is crucial for managing people. Make sure you're communicating your expectations clearly, listening to your team, and providing feedback in a constructive and empathetic manner.

Trust and Rapport: Building trust and rapport with your team is essential. If you tend to work independently and do a lot for others, your team may not see you as approachable or willing to collaborate. Invest time in getting to know your team members, showing interest in their ideas, and supporting their professional growth.

Delegation Skills: If you're doing most of the work yourself, it could be because you haven't delegated effectively. Delegate tasks and responsibilities to team members based on their strengths and capabilities. Trust them to handle their responsibilities independently.

Conflict Resolution: If there are conflicts or issues within your team, address them promptly and constructively. Develop conflict resolution skills and provide a safe space for team members to voice their concerns.

Leadership Style: Reflect on your leadership style. Are you being too controlling or not providing enough guidance? Adapt your leadership style to the needs of your team.

Feedback and Recognition: Provide regular feedback and recognition for your team's efforts. Acknowledging their contributions can boost morale and motivation.

Personal Development: Consider investing in personal development and leadership training. These programs can help you build the necessary skills to be an effective people manager.

Mentoring and Coaching: Seek out a mentor or coach who can provide guidance and support in developing your people management skills.

Self-Care: Ensure you're taking care of your own well-being. Stress and frustration can affect your ability to manage people effectively.


It's important to approach this issue with self-awareness and a willingness to change and improve. Start by having open and honest conversations with your team members to understand their perspectives and concerns. Encourage them to share their thoughts on how you can work together more effectively. This proactive approach can help you identify and address specific issues that may be hindering collaboration and teamwork.

Until then Be You. Be Confident.

To your success
Ashwini Dasgupta
Author of Confidence Decoded. Is it a skill or attitude?

Ans: Hello Sir

Leadership is about inspiring people to be their best. People don't work as per our expectations but we can inspire them to be their best.

Suggest following

1. Understand strength and weakness of each of your staff.

2. Sit one on one with them and ask them how you can help them given their strength

3. Be patient with them, change doesn't happen in one go...it's not like a on - off switch...it takes time.

4. Be sincerely and genuinely interested in the growth of your team, keep that as your focus and I am sure your team will reciprocate with positive changes.

All the best.