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Four Keys
Unlock The Four Keys To Effective Managers
Marcia Jackson, President of Training Resources
A good manager is a valued employee in any organization, but an excellent manager is one who can truly help the organization reach new heights.
How is this possible? There are four distinct abilities that an exceptional manager possesses which are integral to the individual's effectiveness on behalf of the organization. These are: 1) the ability to select the right talent; 2) the ability to set accurate performance expectations; 3) the ability to focus on the strength of employees; and 4) the ability to find the right fit for employees, helping them develop and grow.
KNOW A NATURAL WHEN YOU SEE ONE! True talent is a part of a person's infrastructure. As much as some managers want to believe it can be trained or learned, it simply cannot. A great manager recognizes this important reality and selects people based on their talent first and how their talent works within the defines of their job. If you have employees who truly love what they are doing and what they are doing seems to come naturally to them, then the overall performance of your department will reap the rewards tenfold.
COMMUNICATE! COMMUNICATE! COMMUNICATE! Setting clear and fair expectations with employees is another key attribute of an effective manager. When things have to be done a certain way, then clearly define why. Then balance these expectations with specific guidelines for when it is okay to "break the rules". Most important, if you've hired right, you shouldn't have to tell employees how to do their job ‹ only what is expected and what they can expect in return.
MOTIVATE! MOTIVATE! MOTIVATE! Effective managers have mastered the art of focusing and building on each employee's strengths. Then, they take it a step further and allow these employees to do more and more of what they do the best. This is the real secret to motivating. Catch people doing it right. Praise often. Be specific. And praise at the time the work was done. Another key attribute - say "thank you."
IF YOU LOVE THEM, LET THEM GROW! Great managers thoroughly enjoy helping their people excel and do well. Welcome the opportunity to give additional responsibilities to those who have demonstrated their ability to take on more. Most critical of all, be in tune with an employee who is growing beyond your company or department and help them advance. Remember that some of your best employees could boomerang back to you with added skills and accomplishments. Know them well enough to help them seek opportunities that truly use all of their unique talents.
Much of what was discussed in this article is simple, but often hard to do consistently over time. That's the real measure of a person's effectiveness as a manager - consistently, intentionally, and insightfully practicing these attributes day in and day out.
Put Yourself To The Test:
Take a few minutes to read over and rate yourself on the following statements. Circle the answer that best corresponds to your agreement or disagreement. D = You disagree or the statement is mostly false; N = You are neutral or the statement is equally true and false; A = You agree and consider the statement mostly true.
As a manager/supervisor, I ...
1. set clear expectations of the outcomes I expect of my employees. D N A
2. ensure my employees have the materials and equipment to do their work right. D N A
3. ensure my employees have the opportunity to do what they do best every day. D N A
4. give recognition or praise for doing good work, at least once a week. D N A
5. demonstrate to my employees that I care about them as a person. D N A
6. encourage my employees' development and personal growth. D N A
7. solicit the opinions of my employees. D N A
8. tie in the mission & vision of my company to each employee's job. D N A
9. ensure that each employee is committed to doing quality work. D N A
10. encourage everyone to have a friend at work. D N A
11. talk with each employee about his/her progress over the past 6 months. D N A
12. create the opportunity for each person to learn and grow. D N A
(adapted from First, Break All the Rules: What the World's Greatest Managers Do Differently)
The Results of Putting Yourself to the Test
The real key to unlocking the four keys is continuously learning and growing as a manager. Now that you have honestly rated yourself as a manager, the following guide will tell you what your answers mean. Look over your scores. Did you have mostly "A" answers? If you had some "D" or "N" answers, you have room for improvement.
QUESTIONS 1 & 2 focus on how effectively you manage the basics. If you answered "A" on both questions, then you are effective at helping your employees have what they need to do their job. Keep in mind that employees that have just made a job change either as a new hire or through a promotion will need added support in this area. More support is also needed during times of cultural change within the organization.
QUESTIONS 3 THROUGH 6 center around helping employees find ways to use their expertise and be confident in their abilities. If you answered "A" to these questions, you are doing an effective job of helping employees understand how they contribute to the organization. If you answered "D" or "N", then you may need to build on your employees' strengths and help them find ways to use their expertise.
QUESTIONS 7 THROUGH 10 deal with creating a sense of belonging with your employees. Encouraging employees to express their ideas in the workplace increases their sense of contribution. Accepting and implementing their ideas does even more to bolster morale and commitment to your team's effort. If you answered "D" or "N" to any of these questions, then find ways to help your employees fit in.
QUESTIONS 11 & 12 focus on helping your employees develop and grow, even if it means letting them go. Employees want to make things better (innovation typically happens at this stage). They want to grow and they want those around them to grow, too. If you answered "D" or "N" to these questions, then you may be holding back some of your employees and your team from realizing their full potential. Consider looking for new roles, projects, or opportunities for your high performers.
Marcia Jackson, President of Training Resources, is a certified trainer and facilitator with more than 25 years experience with small, medium and Fortune 500 companies as well as not for profit organizations.
For a complete list of programs or to find out more about customized options available, contact Training Resources at 704.366.5929 or toll free at 888-276-1678 or visit our website at www.mljackson.com.