The best managers aren’t just the ones who can extract the most productivity from their people, but the ones who produce great future managers.
How can you be sure that your best people will someday be top-notch leaders themselves? Start with the following basic yet effective tips for developing managerial skills among your employees.
Team-Building Success Strategies from leadership and organizational development guru Jamey Stowell.1. Emphasize communication
These days, quicker, more convenient forms of communication, like e-mail, have taken the place of quality face time. However, if you really want to know how your employees feel about you, the company and their jobs, take the time to sit with them and have actual conversations.
Facial expressions, tone of voice and body language (things you can’t see in an e-mail) will tell you just as much about an employee’s state of mind as his or her words (perhaps even more). Learning what each employee wants to get out of his or her job will help you determine who has the makings of a good manager and who still may need some guidance.
2. Motivate by example
The easiest way to show your people how to be a good manager is not by shipping them off to a seminar — it’s by being a good manager yourself.
That starts with your attitude. Stay positive about your company and your team’s role in its success. Provide encouragement and inspire your people to do their best work.
If you are charismatic and motivating, your team will produce more for you in the short term and will emulate your techniques once they are put in a position of greater authority.
At the beginning of your career, chances are you were judged differently than you are as a leader and manager. In the past, success was defined by your sales numbers, or your on-time and under-budget performance – in other words, by YOUR output.3. Plan their development
But now, your performance is judged by how OTHERS perform. And the ability to turn your subordinates into a true team is a skill that only leaders possess … competitors envy … and bosses clamor for. Embrace your true leadership potential here.
An effective career development plan is essential to help your people hone their skills and advance their careers. This can involve a departmental mentoring/training program, but keep in mind that one-on-one coaching, if feasible, is the most effective.
4. Final step: promotion
Once you have provided your people with the training and tools they need to succeed, step aside and let them go to work.
Don’t be afraid to see your employees succeed; remember you are all on the same team. Plus, their success reflects positively on you, and their advancement marks another opportunity for you to mentor the next group of future leaders.
If you are secure that you have prepared your employees to take the next step, why wait? Start by giving them additional responsibilities or asking for their input on important matters. Invite them to join special-project teams or planning sessions, or find reasons for them to make presentations at higher-level staff meetings to senior executives.
Remember, good employees don’t need to be told all the details about how to do something—they are capable of doing the jobs themselves. Simply lay the groundwork, set the deadlines and express the desired results.
If you show confidence in them, they’ll develop confidence in themselves and their decisions—an important trait of a good manager.
Team-building expert Jamey Stowell of Life Entrepreneurs will reveal the secrets his clients pay thousands for, including:
Order your copy today!
- Why a team-oriented view is important
- The impact of team performance on strategy and competitiveness
- Strategies for approaching YOUR team-building challenges
- Ways of thinking about building strong teams
- Effective team-building games and exercises
- Team size: is your team too big? Too small?
- Spurring better communication within AND beyond your team
- And more!
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