Management done well looks easy. Some people seem to be naturals when it comes to managing people, process or money while for others it just seems to be one big struggle. If you are to succeed in management there are certain skills that you need to master, including:
Prioritising
As soon as you become a manager, multi-tasking becomes the norm. You no longer just have to think about one thing, you now need to be able to prioritise your own and usually set priorities for others. Key to this is knowing what your key deliverables are and ensuring that these are given appropriate priority.
Delegating
Management is all about getting results through others. Sadly while many managers recognise this, many struggle to delegate effectively. There are a whole host of reasons why people don’t delegate. They worry that the other person will not do as good a job. They worry that the other person will do the job better. Often they will hold on to things because they like do them. Another common reason is that it will be quicker to do it yourself. The reality is that if you don’t choose to delegate, your chances of success as a manager greatly diminish.
Motivating
Motivating is all about moving people towards achievement of an outcome. It could be a faster close down of a monthly reporting cycle, changing the way a process works or team working. Part of your skill set as a manager is to understand what motivates those that you manage. Everyone is different. Some people want reward in financial terms, others want appreciation or recognition or a happy work environment. If you are to excel as a manager, you need to keep people motivated.
Hiring or Recruiting
So much of your success depends on the results you achieve through others. It is therefore key that you get the right people, with the right skills and the right attributes on your team. Yet many managers are at best competent when it comes to recruiting and selecting. If this is an area where you struggle, invest in acquiring the skills to be a successful recruiter.
Decision Making
People will look to you as the manager to take decisions. An indecisive manager frustrates staff and leaves them feeling lost. People may not always like the decisions that you take but will respect you more if you learn to take a decision.
Problem solving
Your job as a manager is to get results. As you try to get results, obstacles will arise and part of your job is to find or help others find solutions to problems. Part of the challenge is being systematic and making sure that you are tackling the real problem rather than something surface level. Diagnosis of the problem is key before you start thinking about solutions.
Management is challenging but is also rewarding. You can become an even better manager by focusing on developing the essential skills above. So what’s your next step?
By: Duncan Brodie
Posts Tagged ‘Managing People’
Essential Management Skills
March 30th, 2010Successful Management – 10 Simple People Skills
March 7th, 2010
Getting the best from your people is vital if you are to make the best progress in your business or organization. Much comes from the way you interact personally and here are just ten key actions to take to build great, fulfilling and productive relationships…
This might be a bit of a no-brainer for you.
If you have any role at all in managing people, you need to ensure that you develop great people skills.
By building rapport, you will develop ongoing, productive relationships with all of your people, which will give you an enormous return on the efforts you put in.
Here are ten things you can do, all of them easy, which will remarkably change the response you get from your people, the key asset you have in your business or organization:-
Just Have Conversations About anything! Talking to and more importantly, listening to your people regularly and informally is a great asset. It doesn’t matter what it’s about, Your understanding of them and their trust in you will magnify if you devote priority time to this each and every day. Listen & Show you are Listening Take the time to really listen to each of your people, rather than just tell. If you truly hear, they will respond. Hearing is more – it is about what you do with the stuff you’ve listened to. And by using your face, your body language, eye contact and what you say (see 3 below), you will go a long way to showing that you are listening closely. Ask Another Question Such a simple tactic. Ask secondary questions about what you’ve been told. Nothing, but nothing builds rapport and relationships like this. It shows that what they have been telling you is valuable, is interesting and builds their confidence. And you have been there to make that happen. Support Your people need you to help them along the way. With your support, they will flower and grow. Support is what they hear from you – it works both ways. Coach Don’t get bogged down with technicalities. Coaching is about helping them see where they want to get to from where they are now. It’s about exploring the possibilities – their possibilities, not yours and calling to action. Simple as that. Clear Expectations By ensuring that all your people know exactly what you expect of them, they will tune in to delivering it. Confusion over performance is demoralizing and saps energy. Take the time to be clear. Pay attention In any conversation with your people, take the time to give your full attention. Do your utmost to avoid being interrupted or distracted and truly value them for what they are saying to you – or the message you are giving them. Show an Interest in Them These are real people and if you delve a little, it will show up. Having a real interest in who they are, their hopes and fears, their passions and what’s important to them makes a big, big difference to how they perceive you. Get to know the name of their dog, if their dog is their most prized possession! Follow Through During conversations you may offer actions that will be of value to them. Responses to what they have said to you. Make sure that you deliver these. Follow up and report back. Take actions you say you will. If you can’t, tell them why. Remember Conversations When you have subsequent conversations, recall something that was said previously and bring it up. This is hugely rewarding for them and lets them know that they said something of value.
Great managers really understand their people and work out ways to get the best out of every one of them.
Maximizing value from the most valuable asset you have in your business.
Your people.
By: Martin Haworth
