- A competent leader leads by example and knows how to play to their strengths to aid in the success of their team.
- Successful managers build relationships with their staff members and look for ways to help them so they may do their best work.
- Clear goals, expectations, and feedback should be continuously communicated to your staff.
- This article is for managers and owners of small businesses who want to develop their leadership abilities.
A manager is not the same thing as a leader. A leader prioritizes the development and well-being of your team members while a manager may be responsible for work delegation and timekeeping. The best managers are adept at performing both tasks and can effectively leverage each employee's abilities to create a successful company. Deborah Sweeney, vice president and general manager of business acquisitions at Deluxe Corp., asserts that effective managers accomplish this by utilizing their emotional intelligence and soft skills.
Traditional wisdom holds that the individual in the room with the highest IQ is the smartest, Sweeney said. The highest achievers in any firm, according to science, are those that possess emotional intelligence and its four fundamental competencies, including self-awareness, self-management, social awareness, and relationship management.
Find out what it takes to be a good leader and how to handle the most typical employee kinds in the sections below.
How to manage effectively:
1. Work with your team, not above them.
Although you might be used to having complete control over your workload, taking on managerial responsibilities will require you to relinquish some of that power and assign some tasks to others, according to executive coach Ora Shtull, who has been certified by the International Coach Federation.
You won't be able to step up and handle more senior tasks if you don't get over your addiction to doing everything, she warned. Delegating is a part of letting go. It's crucial to remember that delegation does not entail abandoning the team or abdicating responsibility.
Although you have different duties than your team members who are at the entry-level, you should nonetheless get your hands filthy. In addition, you want to involve your staff in decision-making. A collaborative workplace culture is preferred by 74% of American workers polled, according to Kimble's Boss Barometer Report, over one where the boss makes most of the choices. If You Listen Up, Your Employees Will Step Up [Related Article]
According to Sacha Ferrandi, founding partner of Source Capital Funding Inc., "by choosing to lead by example and demonstrating that [you] are an expert at what [you] are asking them to accomplish, it can frequently result in increased respect and productivity." It's impossible to dispute the fact that a boss's work ethic rubs off on employees. They are more likely to work hard for you if you put in the effort for them.
2. Get to know your employees.
Each employee has unique talents, weaknesses, and learning styles. It is your responsibility as a manager to truly comprehend each person's traits in order to effectively lead them and to foster a good boss-employee connection. This can be accomplished by by monitoring the work they perform, but regularly asking straightforward questions also yields information.
What was the best day you had at work in the past three months, asks Harvard Business Review? to urge the worker to consider the jobs and projects they enjoy working on. You can then modify how you assign assignments to this employee based on their responses to get the greatest results.
What was the worst day you had at work in the previous three months? is a question you might equally ask the reverse of. These types of discussions assist you in identifying the problems so you can fix them.
3. Create a positive and inclusive work environment.
The success of your company can be significantly impacted by the example you set for your office. It's critical to establish an upbeat, enjoyable workplace where team members feel valued and respected. A content worker is a more effective worker. By modeling positive conduct every day and adopting sporadic team-building exercises, you may develop a diverse and inclusive workplace culture.
You should frequently acknowledge the accomplishments of your team (even small ones). Great bosses acknowledge their staff and show appreciation whenever feasible. Employees desire a sense of appreciation and recognition for their efforts. Giving them praise for a job well done inspires them to continue working hard.
“Simply put, great bosses pause frequently to praise others and promote the positive, rather than harping on shortcomings and mistakes,” Shtull said.
Praise may improve team spirit and create a productive workplace. Employees may begin to care less if you neglect to provide them with constructive criticism and acknowledgement. Leah de Souza, a leadership communication coach and managing director of Trainmar Consulting, suggests team building exercises and celebrations in addition to daily praise.
She advised setting aside time for "team bonding, which is pure fun, and team celebration, which is a reward for a significant team accomplishment. "Each of these team activities is crucial to the group's harmony and sense of fun. Getting input on ideas is important because what constitutes fun might vary between cultures and among teams.
The preferred forms of acknowledgment and desired frequency of team events should be discussed with your team. These events may be connected to your job, your volunteer activity, or just for pleasure, but you should take care to make sure that each one is welcoming and acceptable for your workplace.
4. Communicate goals, expectations and feedback.
Successfully setting goals and outlining expectations for team members is one of the most crucial aspects of management. For their teams, managers should concentrate on setting SMART (specific, measurable, attainable, realistic, and time-bound) targets. According to De Souza, departmental and individual goals should be adapted from the organizational objectives.
All of the objectives established within the organization "must have a clear connection," she emphasized. "Goals must be established in coordination with the team."
Good managers are upfront with their team members about their expectations after setting goals. De Souza advises conducting organized goal reviews. To make sure team members are content and feel challenged in their responsibilities, you can periodically check in with them. However, communication is two-way; you must listen just as much as you speak.
Leaders who don't listen will always be surrounded by those who have nothing to contribute, according to Shtull. "As a boss, you'll also have to overcome the addiction to always being correct in addition to letting go of control over all the work. Never only advocate for your own viewpoint. Your team members won't want to contribute their thoughts if you sound set in your ways.
The founder and CEO of Artixan Consulting Group LLC, Xan Raskin, noted that outstanding leaders listen not just to be heard but also to be understood. Building a long-term relationship with employees begins with letting them know you have heard them and that you understand them, even if you disagree.
5. Coach your team members.
You must speak up for them if you want to have a valuable, devoted staff. Employers should be inspired and passionate about their profession, much like effective coaches should be. By doing this, your staff will be able to prevent burnout and enjoy producing their finest work.
According to Shtull, "effective managers coach by asking questions, empowering their team members to think critically and come up with answers." In turn, team members develop, progress, and eventually turn into outstanding bosses.
Show your concern for the future and careers of your staff. Give them the instruction and information they require to be successful in the workplace. The development and success of their staff members do not frighten good managers; rather, they inspire and welcome change.
According to Sweeney, "a successful manager knows how to tap into their team members' qualities and develop their special talents into excellent performances. "A good manager embraces and supports new ideas and ways of doing things. A good manager is not threatened by change in the workplace, whether it be a change in the way certain processes are done or new leadership."
6. Practice self-awareness and grow your leadership skills.
Effective leaders are aware that managing others does not imply that they possess all knowledge. Alongside their team, managers should constantly be learning and developing. You can improve on a variety of leadership abilities, including delegating and time management. Managers can achieve this, according to Raskin, by understanding how to save their energy for the most crucial duties. [Related article: Three Delegation Principles Every Manager Should Understand]
To get through a workday and make sure you have time left over for your personal life, she advised determining how much effort, time, and attention each task requires before going on to the next.
You should develop self-awareness and an understanding of how you relate to people as the alpha dog. Be aware of your actions and the message they convey to your staff. As a manager, you often create the tone and culture for the company, so it's important to be aware of both the intended and unintentional effects you have on others, according to Raskin.
Even something as straightforward as how a boss behaves in a meeting would require time and effort to get right, she added. "Do they take out their phone in the middle of a presentation to check their emails? It's crucial to understand the message it conveys to workers, such as "If the meeting isn't important to the boss, why should it be important to me?" Even even little things have deep significance.
There are numerous moving aspects in successful team management, and change and self-reflection must be ongoing. To become the best leader you can be, learn something new every day.
De Souza remarked, "It's OK not to know everything; that's actually not your job." Show your colleagues that you are a regular person who makes mistakes occasionally and can have fun at a foolish joke. It's not about being a distant figure to be a manager. To engage and direct is your responsibility.
Managing different types of employees
Your team will consist of a variety of personalities, regardless of size. It's crucial that you develop your ability to collaborate with each person personally as a leader. Instead of using a management approach that works for everyone, you should figure out how to effectively support each of your employees so they can perform their best work. Here are a few typical employee kinds and some tips on how to handle them.
High-maintenance employees
Employees who consume the majority of a manager's time may be deemed high-maintenance. High-maintenance tendencies include persistently seeking approval, asking endless questions, or finding it difficult to take criticism.
Establishing a communication to try to resolve the issue is crucial for managing an employee who needs a lot of attention. Find out which of their requirements aren't being satisfied during this time. Use this conversation to discuss the employee's particular behaviors that could be improved and to propose solutions for any problems. Above all, be sure to customize your interactions for each person.
Self-managing employees
When you recruit a self-managing employee, you may feel as though you've found the perfect employee. Even better, your entire staff may be described as autonomous, self-sufficient individuals. No matter how little direction people require to perform their responsibilities, you still need to be a good leader.
As a manager, it is your responsibility to make sure that these workers are consistently inspired and excited about their work. Check in frequently to talk about how you can give them better support by providing feedback, tools, and clear explanations of your team's objectives.
Shy and introverted employees
You can encounter an employee who is hesitant or timid because they are shy or introverted. They might not speak out during staff meetings or interact with coworkers much, but they might nevertheless put forth a lot of effort. Everyone approaches assignments and culture in a different way. It is your responsibility as a manager to comprehend these actions.
Give a shy or introverted employee space to work while letting them know that you're there to help so they feel safe and supported. Regular one-on-one appointments are another option, as they provide a more intimate setting in which to freely discuss any difficulties. Find out which strategies enable this employee to produce their best job while reducing any daily tension.
A team with different motivation levels
Because no two employees are the same, teams frequently have members with different levels of motivation. While some employees routinely exceed expectations with no direction, others may require more encouragement to complete their jobs. In management, there is no such thing as one size fits all, and various personality types necessitate various leadership philosophies.
For instance, managers should continue to create measurable goals and provide opportunity for strong performers to develop and advance in their careers, even though they may not need as much attention. On the other side, low performers can need instructions, goals, and expectations that are crystal clear. It's crucial to emphasize "teachable instances" for them to learn from and boost their confidence because it's frequently not about their motivations but rather a lack of confidence.
Older employees
Being a youthful manager who directly supervises older workers can be scary. Despite your qualifications, you could worry that your staff won't accept your authority when you need to resolve disputes or assign responsibilities. It's crucial to recognize and comprehend each employee's unique strengths rather than attempting to coerce respect from them. These staff members may also possess important institutional knowledge that can provide context when modifying systems or a plan.
The age difference may also cause some animosity, so it's crucial to be encouraging of this employee, demonstrating your interest in their accomplishments, and requesting their assistance. Additionally, you ought to communicate with each person individually and offer feedback in a way that suits them best. For instance, a younger employee may respond better to email or instant messaging whereas an older employee may prefer direct, face-to-face communication.
Remote employees
Due to COVID-19, remote work has increased significantly over the past few years, yet managing personnel from a distance successfully has its issues. Productivity can be impacted when remote workers feel disengaged or disconnected from the rest of their team. Find ways to engage remote workers, such as keeping them feeling heard and getting to know them personally.
Making sure the individual has the technology and security they require to be effective is very crucial. Consider the particular technology that each employee needs to do their job. Employees who rely on meetings, for instance, should be provided with modern audio and video communication capabilities. When employees use corporate laptops in public settings with shared Wi-Fi, such as coffee shops and airports, security should be a key concern. These locations make it simple to compromise their laptop and access the private information belonging to your business. To secure your employee and your business, make a significant security investment.
A new team
Within your current firm or while joining a new one, you can find yourself in charge of a new team. Establish a positive first impression. Setting up quick one-on-one sessions with your new hires to get to know them personally is one approach to accomplish this. Additionally, it gives you the chance to introduce yourself in a more intimate way.
Establish open lines of communication at this period to learn how each employee prefers to provide and receive feedback. You want them to feel at ease enough to express any worries or suggestions. From there, you can also address any existing or past problems and provide solutions to ease their workload.
Gen Z employees
Born between 1996 and 2015, Generation Z is the most diverse generation and is just starting to enter the workforce. As such, they expect leadership to share their ideals on inclusivity, the environment, and social justice. It's critical to comprehend these traits in order to handle this group's unique contributions to the workplace. Career development, as well as precise education and goal clarification, are crucial for this technologically sophisticated demographic. Also of utmost importance is diversity. Generation Z is more likely to have open minds and give their mental health a lot of consideration.
You must set a good example for Gen Z employees if you want to manage and keep them, so make sure your management practices reflect their values. For your youthful employees, create a supportive yet challenging workplace, and pay attention to their worries. Find out more about handling Generation Z at work.
Hannah Tayson, Sammi Caramela and Brittney Morgan contributed to the writing and reporting in this article. Source interviews were conducted for a previous version of this article.
