I’ve helped thousands of managers in my leadership development and coaching programs go from less than stellar bosses to magnetic managers. Those who were most successful in making this transition were people who were fully committed to being the best they can be. Here’s what these great managers have in common.
Great managers are great listeners. They solicit input from the people that work for them and allow them to finish their thoughts, before jumping in with their own agenda. They also encourage team members to share their ideas on how to improve the way things are done in both their department as well as the rest of the organization.
Terrific managers put the needs of their employees first. They are more concerned with their employees than they are with themselves. When asked to do more by their own bosses, they always consider the needs of their people before saying yes. They are more concerned about helping their employees get ahead than their own career growth.
Excellent managers mentor, support and champion their people. They don’t worry that they might be preparing their people to be a great employee for another firm. Instead, they think about how much better off their clients will be when working with a team of competent people. These managers also understand that employees who feel supported are less likely to leave their boss.
Great managers reward their people for a job well done, giving credit where credit is due. We’ve all seen them. In fact, many of us have worked for them. Managers who take credit for the work of others. Don’t be that guy or gal. Enough said.
Smart managers help their people gain the skills they need to be promotable. Sure it might get tiring training new people all the time, but smart managers know that reputation matters most, particularly in volatile economic times. Being known as the person whose department seems to have all the talent is a good thing. What are you going to do today to make sure your people are the ones that receive promotions this year?
The best managers have their employees’ backs. These are the leaders that employees trust most because they know that when push comes to shove, their boss will do whatever it takes to support them. Can your people say the same about you?
In spite of what you may have heard, the majority of great managers and leaders are not born that way. Most require continuous care and development in order to reach their full potential. If you want to become a great manager in 2014 and beyond, then you must take your development into your own hands. Take a class, engage an executive coach read books on leadership or give me a call to ensure that like a fine wine, you are always improving with age.