Every manager wants to be a good manager. But… how to be a good manager? Anyone with experience or credentials can handle a team, however, your managerial tasks embrace more than simply job delegation and timecard approval. To be an excellent supervisor, you could give attention to the growth of your team members in addition to your company.
How to be a good manager?
The finest managers know tips on how to strategically incorporate the strengths of every team member to construct a profitable organization. According to Deborah Sweeney, CEO of MyCorporation, good managers use emotional intelligence and gentle skills to do that.
“Traditionally, we have been taught to believe that the person with the highest IQ in the room is the smartest,” Sweeney advised Business News Daily while replying how to be a good manager.
“However, science is increasingly proving that individuals with emotional intelligence and its four core skills – which include self-awareness, self-management, social awareness and relationship management – are actually the top performers within any company.”
Those with a high emotional quotient (EQ) have the power to interact with their team and develop sturdy relationships – each key component to good management. If you wish to be an excellent supervisor, incorporate these 5 habits into your everyday leadership fashion through answering how to be a good manager.
5. Practice self-awareness and develop your leadership skills.
Effective leaders know that managing others doesn’t suggest they know the whole lot. Managers ought to all the time be studying and rising alongside their team.
There are a number of leadership skills that you could construct upon, resembling time management and delegation. Raskin stated that managers can do that by studying tips on how to preserve their energy for very powerful duties.
“Figuring out exactly how much effort, time, and attention an issue needs before moving on to the next is a critical skill to get you through a workday (and also make sure you have enough left for your personal life),” she stated.
As the leader of the pack, you need to follow self-awareness. Be aware of your behavior and the message it sends to your employees. Raskin stated that recognizing each the intentional and unintentional impression you could have on others is a crucial part of being an excellent manager because you set a lot of the tone and culture for the organization.
“It will definitely take time and energy to get it right, even something as simple as how a manager conducts themselves at a meeting,” she stated.
“Do they pull out their phone during a presentation and start reviewing emails? Knowing the message that sends to employees is critical – e.g., ‘if the meeting isn’t important to the boss, why should it be important to me?’ Even these small things carry big meanings.”
Successful management of a team has many transferring elements, and it takes constant self-reflection and alteration. Learn one thing new every day to work towards being one of the best leaders you could be in order to answer how to be a good manager.
“It’s OK not to know everything – that’s actually not your job,” stated de Souza. “Show your team that you are a normal human being who can mess up sometimes and laugh at a silly joke. Being a manager is not about becoming a faraway figure. Your job is to engage and guide.”
2. Communicate objectives, expectations, and feedback.
One of the very powerful elements of being an efficient supervisor is efficiently creating objectives and speaking expectations to team members.
Managers ought to give attention to creating SMART (particular, measurable, achievable, life-like, timebound) objectives for his or her team.
De Souza started the goals which can be set at an organizational level also needs to be translated into departmental and particular person objectives.
“There must be a transparent link between all goals set throughout the organization,” she stated. “Goals must be set in agreement with team members.”
After setting objectives, good managers are transparent with team members about their expectations. De Souza recommends reviewing objectives on a structured basis.
You can repeatedly examine in with team members to make sure they’re pleased and really feel challenged by their roles. Communication will not be one-sided, although; you could pay attention as a lot as you speak.
“Leaders who don’t listen will eventually be surrounded by people who have nothing to say, nothing to add,” stated Shtull. “In addition to giving up control of all the work, as a boss, you’ll also have to break the addiction to being right all of the time. Don’t always promote your own view. If your own ideas sound set in stone, your team members won’t want to offer theirs.”
Xan Raskin, founder, and CEO of Artixan Consulting Group LLC added that great leaders do not simply pay attention – they pay attention to know. “Making sure your employees know you not only heard them, but you understand (even if you disagree) goes a long way to building a long-term rapport with employees.”
3. Create a positive and inclusive work environment.
The instance you set in your office can tremendously impression the success of your organization. It is necessary to create positive, enjoyable work surroundings that make team members really feel included and revered and learned how to be a good manager.
A cheerful employee is a more productive employee. You can create a various and inclusive work culture by exemplifying good behavior on a daily basis, in addition to implementing occasional team bonding activities.
You ought to incessantly present recognition for team successes (even small ones). Great leaders acknowledge their employees and specific their gratitude each time possible. Employees wish to really feel appreciated and have their work observed. When your credit scores them for a job nicely carried out, it motivates them to maintain working arduous.
“Simply put, great bosses, pause frequently to praise others and promote the positive, rather than harping on shortcomings and mistakes,” stated Shtull.
Offering praise can increase team morale and construct a positive work culture. If you fail to provide positive suggestions and recognition, employees might imagine their work goes unnoticed and start to care much less.
In addition to daily recognition, Leah de Souza, leadership communication coach and managing director of Trainmar Consulting, recommends motivating people via team bonding and celebration while answering how to be a good manager.
“Set aside time for team bonding (pure fun) and team celebration (reward for a milestone team achievement),” she stated. “Each of these team events is important to the cohesiveness and element of fun in the team. What is fun can differ culturally and from team to team, so make sure to get feedback on ideas.”
Ask your team what sorts of recognition they like and the way usually they want team occasions to happen. These occasions could be associated with work, volunteering, or simply basic enjoyable, but take precautions to make sure that every occasion is inclusive and acceptable in your office.
4. Work along with your team, not above them.
You could be used to having full control over your workload, however changing into a boss will drive you to surrender that control and delegate some tasks, stated Ora Shtull, an executive coach credentialed by the International Coach Federation.
“If you don’t break the addiction to doing it all, you won’t have the capacity to step up and do more senior staff,” she stated. “Letting go involves delegating. But it’s important to note that delegating doesn’t mean deserting the team or sacrificing accountability.”
As a supervisor, you could have a special set of tasks out of your entry-level team members, but you need to nonetheless get your fingers soiled. Additionally, you need to embrace your team in decision-making processes. According to a current examination, 74% of American employees surveyed stated they like a collaborative working culture to 1 the place the boss makes a lot of the choices.
Working along with your employees builds higher relationships, serving to you study concerning the strengths and weak spot of every team member. Your employees may also trust you more in the event that they really feel you are working with them somewhat than above them.
“By choosing to lead by example and demonstrating that [you] are an expert at what [you] are asking employees to do, it will often result in more respect and productivity,” stated Sacha Ferrandi, founding partner of Source Capital Funding Inc. “It’s impossible to deny that the work ethic of a boss is contagious – if you work hard for them, they are more likely to return the favor and work hard for you.”
5. Coach your team members.
To create a beneficial, devoted team, you may have to advocate for them. Like good coaches, bosses ought to preserve employees motivated and passionate about the work they do. This will assist your team keep away from burnout and luxuriate in delivering their finest work.
“Effective managers coach by asking questions, empowering their team members to think deeply, and generate solutions,” stated Shull. “In turn, team members gain confidence and grow, and ultimately become amazing bosses themselves.”
Let employees know you care about their futures and careers. Provide them with the coaching and data they need to reach the office. Good managers are usually not threatened by the growth and success of their employees; as a substitute, they embrace and encourage change.
“I believe a great manager knows how to tap into the strengths of their team members and turn their unique abilities into strong performances,” stated Sweeney. “A good manager is not threatened by a change in the workplace – whether it’s a change in how certain processes are done or new leadership – and embraces and encourages new ideas and ways of doing things.”
If you mentor your team to allow them to obtain their full potential, additionally, you will see your organization succeed in consequence.
- Get to know your employees and what they want
- Be human
- Appreciate and reward
- It’s okay to be friends with your employees
- Lead by example
- Be a leader, not just a manager
- Improve yourself
- Acknowledge success
- Listen to your employees as much as possible
- Be a motivator
- Give credit to your team
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