What Great Managers do differently ?
The role of mangers is extremely vital for the growth and survival of a company in the business and marketing realm. Managers are responsible for planning, conducting and supervising all kinds of business operations and co-ordinating the whole group or body into one productive unit. It has been said that managers are born leaders. Apart from leadership quality, managers need to posses a wide array of other talents too. But not all managers can become great managers. In order to be a great manager, one has to think out-of-the-box and perform differently.
Great managers are like great players who can play and win even in the most adverse of situations. Great managers do not follow any conventional set of rules. They work on their own instincts and experiences. To be a great manager, one has to be innovative and original in his ideas and pursuits. He or she should know how to utilize the three potential tools of management namely the knowledge, skills and talent to achieve outstanding results. There can be nothing common in the style of work between two skilled managers. The work procedure varies with the type of organisation one is serving for and the varied situations and talents one comes in contact with.
Thus, it is quite difficult to trace out the efforts of a potential manager. Though there isn’t any standard set of rules to become an efficient manager, the budding managers can go through the professional profile of top notch managers to gather insight on their work techniques. However, they cannot directly apply them in their own sphere of managerial operations. A wrong application may yield undesirable results. One has to use his own acumens and innovations to carry out the managerial operations effectively.
To be an excellent manager one has to do the following :-
– Identify the strengths and weaknesses of the work force and proceed accordingly
– Choose people on the basis of their skills and not of their caste, religion, ethnicity or sex
– Explore the best talents in each person and manipulate them to achieve the goals
– Study and examine employee behavior, aptitude and skills and implement the right person in the right position to ensure maximum productivity
– Co-ordinate even the most whimsical talent into one integrated plan and action
– Develop, motivate and retain employees and influence them to maintain a consistent level of performance
– Appreciate and reward a particular talented person and inspire him/her to perform better
– Inculcate self-efficacy and confidence among the employees so that they overcome hurdles individually and grow into a future leader
– Aid the weak with adequate support and training and pull up their performance
– Solve employee grievances
– Value an employee’s opinion and suggestion irrespective of the level he/she belongs to
– Ensure a positive organisational climate
- Before calling a meeting to spring a new idea, think about privately giving each of the attendees a heads-up on what you have in mind.
- Letting an individual in on something before it becomes public knowledge is very sexy and can win friends and influence people.
- The secret of good PR is letting people in on what you are doing.
- It is amazing what you can accomplish if you do not care who gets the credit.”
- Try holding a meeting in a room with no place to sit and see what happens.
- If you run meetings, be familiar with “Roberts Rules of Order.”
- If you run meetings, stick to the agenda or you will never get out on time.
If you’re a manager, if you work in human resources, or if your company hires managers and you are seeking criteria to hire great managers, you’ll want to give First, Break All The Rules: What The World’s Greatest Managers Do Differently
If employees can answer the below questions affirmatively, you probably have a strong and productive workplace:
“1) Do I know what is expected of me at work?
2) Do I have the materials and equipment I need to do my work right?
3) At work, do I have the opportunity to do what I do best every day?
4) In the last seven days, have I received recognition or praise for good work?
5) Does my supervisor, or someone at work, seem to care about me as a person?
6) Is there someone at work who encourages my development?
7) At work, do my opinions seem to count?
8) Does the mission/purpose of my company make me feel like my work is important?
9) Are my co-workers committed to doing quality work?
10) Do I have a best friend at work?
11) In the last six months, have I talked with someone about my progress?
12) At work, have I had the opportunities to learn and grow?” (First, Break All The Rules: What The World’s Greatest Managers Do Differently)
First, Break All The Rules: What The World’s Greatest Managers Do Differently gives solid advice about finding people suited to a given role and, then, managing them effectively. This applies to all roles, including management. Are you a potentially great manager? Do you have the talent and recurring patterns of thought to manage others effectively? I’ll leave you with two questions :
- Do you feel respect and trust must be earned by your employees?
- “You have two managers. One has the best talent for management you have ever seen. The other is mediocre. There are two openings available: the first is a high-performing territory, the second is a territory that is struggling. Neither territory has yet reached its potential. Where would you recommend the excellent manager be placed? Why?”
Great managers and average managers answer these questions very differently. Don’t feel bad if you get the answers “wrong” and answer differently from the greatest managers.
I highly recommend First, Break All The Rules: What The World’s Greatest Managers Do Differently.