Whether you have been promoted, gone straight into the role or found yourself suddenly responsible for those around you, the majority of us like that feeling of being noticed for what others perceive us to be capable of. And what of those who manage on your behalf? What of their style? How does the team(s) look or regard them?
Due to the complexities involved in becoming a respected and admired manager, this feature will be in two parts with the second being a fortnight from now.
We begin this new adventure full of enthusiasm, clear in the knowledge that we will be successful in our endeavours. Then the honeymoon period is over. Demands upon you have increased, those around you approach you differently, the anticipated respect you thought you would obtain is absent. Worse still… you find yourself alone!
So, the happy world of management! It’s great isn’t it? Well it can be, but let’s first look at the areas that help towards creating this ill-feeling and then we’ll look at ways to move forward:
- Trying to please everyone – Most of us in management have fallen into this trap but understand that you will need to make decisions that not everyone will like or appreciate!
- Make time for managing – Management is about processes, structure, order and not about how much work you do compared to others! Knuckling down to get the job done doesn’t engage others and lack of ‘management’ results in both disengagement and disinterest from those who answer to you.
So where do we go from here? Having learned through education, experience and seeing historic examples from poor managers I followed in my career, I’ve developed a list to aid obtaining that respect a great manager deserves, while I also learned a lot about how management and projects work.
- Set the standards – Raise the standard of work, demeanour, attitude and professionalism for all to aspire to.
- Open-mindedness – For others to ‘invest’ in what they do. Take an approach of thinking ‘Yes’ before ‘No’ and that the initial idea is just the beginning thought, a small acorn from which greatness may develop. Encourage ideas.
- Communicate – Knowledge is NOT power if retained by one person! Develop your communication skills and open that office door. Consider all the means of communicating: Emails, Skype, Written reports, Seminars, Meetings and yes, speaking to one another! Be seen as being approachable and rather than harbour ill-feelings towards someone, put it on the table for discussion.
- Problem Solver – Look at a situation with the aim of finding a solution and asking for ideas is a great trait for others to aspire to.
- Listen – “Seek first to understand, Then to be understood”, Stephen Covey states as #5 in his book “The 7 Habits of Highly Effective People” (a good read if not done so previously!). The best way to manage this is to listen. Your team may see things that you don’t and respect will be gained if you’re willing to lend an ear.
This is but a start. 3 more areas and another 6 management considerations will be highlighted in the next feature. See how you or the managers under your remit get on with these and here’s to wishing you all the developed success this will bring until the next instalment.
Should you look to gain further professional help, Coaching to success specialise in Management (Procedure) & Leadership (People) and whether it be yourself looking to get that edge over internal or external competition or simply looking for better ways to help manage the business, contact us by calling Neil Nutburn on 07761 187238 or send an email to firstname.lastname@example.org to arrange a free, no obligation consultation.