Some managers inspire, some motivate, and others fail miserably to engage their employees. The entertainment industry seems to have created the ultimate formula for the "bad manager" character, so why can't real people understand how to be effective managers? When employees choose to leave a position, it's often because of their manager or relationships with people in their working environment. People quit people, not jobs.
An "effective" manager takes responsibility for ensuring that each individual within his department succeeds and that the team or business unit achieves results. Successful managers require both talent and skill. Managerial skills can be developed through training, mentoring, and experience. But if a manager is void of natural talent, then the odds that he will be successful diminish significantly.
The most productive companies are typically more proactive than their peers when it comes to identifying and developing effective managers. The top six common managerial success traits include communication, leadership, adaptability, relationships, development of others, and personal development.
A manager with high communication skills is able to instruct as well as he listens. Managers who can communicate effectively can process information and then relate it back to their teams clearly. Effective managers should be able to understand, decipher, and communicate the organization's vision back to their employees in order to maintain productivity.
Leadership is a crucial attribute that many managers lack despite their job title. It is common practice for companies to promote employees who regularly produce the best results, but sometimes the best salesman doesn't make the best manager. True leaders are able to instill trust, provide direction, and delegate responsibility amongst team members.
Adaptability also contributes to a manager's effectiveness. When a manager is able to adjust quickly to unexpected circumstances, he is able to lead his team to adjust as well. Adaptability also means that a manager can think creatively and find new solutions to old problems.
Effective managers should strive to build personal relationships with their teams. Employees are more likely to exceed expectations when they trust their manager. When managers establish a relationship with their employees, it builds trust and the employees feel valued. Valued employees are more willing to get the job done right. Conversely, employees who feel undervalued or who lack a connection with their boss are likely to underperform and perhaps leave (or worse, stagnate). This also reinforces the notion that people quit people, not jobs.
The best managers know when their employees need more development, and how to ensure those developments are successful. Developing others involves cultivating each individual's talents, and motivating those individuals to channel those talents toward productivity.
Finally, an effective manager is aware of their own personal development. In order to successfully develop and lead others, managers must seek improvement in themselves. A manager who is willing to learn more and use his natural talents to the best of their ability will be able to encourage the same behavior in his employees.
Effective management is comprised of several key components, and is not easily achieved. Organizations need to recognize the traits associated with successful management, and then promote employees based on those traits. The highest achieving employees do not always make the best managers, but employees who naturally exude the listed attributes are sure to be effective and successful in management roles.
Want to know how to become an effective manager? Read more about management development solutions.
Edited by: Jeff Meyers