March 6, 2018 • 6 minute read • by Saeed
“Always treat your employees exactly as you want them to treat your best customers.” ~ Stephen R. Covey
Managers get a bad rap the world over. Meddling managers are seen as a distraction to real work rather than as facilitators of strategy, collaboration and career growth. The truth is that bad managers are actually a liability and good ones a commodity.
If you are a manager and if your job involves leading others, the most important thing you can do each day is to help your team members experience progress at meaningful work in a positive work environment. It is not rocket science. People perform better when their workday experiences include more positive emotions, stronger intrinsic motivation (passion for the work), and more favorable perceptions of their work, their team, their leaders, and their organization. While I usually make a distinction between the two, for the purposes of this post I’ll be using manager and leader interchangeably. Let’s take a look.
1. Great Managers are Great Coaches who engage in regular coaching conversations with their team members helping them articulate their goals and challenges through powerful open ended questions that help individuals tap into their own inner creativity and resources. They co-create and sustain a developmental alliance that supports them in taking ownership over their own learning, and helps them develop the skills they need to perform at their peak.
2. Great Managers are Great Connectors who understand the importance of relationships, motivation, and meaning. They know what drives each person and gives their inner work life purpose. They help build connections between each person’s work and the organization’s mission and strategic objectives, and they provide timely feedback when there is misalignment between the individual and the organization in order to help each person learn and grow on an ongoing basis. They are also focused on growing their internal and external networks because they recognize that these connections are a source of opportunities they can leverage on behalf of their teams and organizations.
3. Great Managers are Great Talent Agents who select top performers and focus on their strengths. The craziest thing I see organizations do is hire people and then put them in roles that expose their weaknesses rather than exploit their strengths. Once exposed, they create performance goals around these weaknesses with elaborate schemes to ‘improve’ them that just turn a potentially star performer into Sisyphus. Great managers help people find systems, both personal and organizational, that help them deploy and maximize their strengths.
4. Great Managers are Great Communicators which is not to say they talk all the time. Yes they are clear when they communicate and can motivate and inspire others through their speech. But just as importantly, they have well honed listening behaviors. They know that listening to and respecting others helps shape organizational culture, builds working relationships and creates the opportunity for impact. They get that work is all about relationships and that listening is a vital component of creating and maintaining relationships.
5. Great Managers are Great Delegators who ensure even allocation of work and understand that employees are more effective performers when they feel challenged and stretched by assignments that help them grow. Great managers do not micromanage but make sure that the staff person understands exactly what is expected of them and what success looks like. Once they have communicated clearly about progress milestones and deadlines, they step back and give employees the freedom to do their job how they think it is best done, so long as the desired result is reached.
6. Great Managers are Great Role Models who earn the respect of others because they lead by example and act as servant leaders. If they demand that their employees work more, it is because they work more. If they demand punctuality, it is because they are punctual. If they require stronger commitment, it is because they are fully committed. They cultivate a culture of trust based on their integrity infused behavior and they strive to develop other leaders rather than hog the glory. In short, they walk the talk of great leadership.
A Final word…
Leadership and management are not simple. If they were, great leaders and managers would not be so highly valued and such a rare commodity. The 6 traits highlighted above are by no means exhaustive. Great managers must excel at seeing the big picture, create loyalty, exercise emotional intelligence, create engagement and do much, much more. There are many personal qualities a great leader must develop over the course of their life and career. But these 6 traits are essential. I have never seen a manager succeed at being a great leader without them.
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©2018 – All Content by Saeed H. Mirfattah, M.A.
2 Replies to “6 Essential Things All Great Managers Do”
Always enjoy your posts Saeed! Question for you…you usually use the leadership word yet in this post you’ve intentionally use manager and management. What’s different for you in this post focus on management over leadership?
It’s a great question and you are quite right that I usually make a sharp distinction but this time I used the two interchangeably for the purpose of elevating the greater point which is that no matter how one makes the distinction in their mind about leadership vs. management, the essentially qualities remain in leading and managing people remain the same. Thank you for your readership and comment:)