HOW TO MANAGE THINGS BETTER AS MANAGER
- Managers are broadly responsible for
conceptualizing and implementing the processes and workflows that must take place for the organization to meet its goals. Managers must direct employees as they complete discrete tasks and ensure that these tasks are connected to specific outcomes, metrics,
or goals.They must manage the expectations of direct reports (what work is to be done) and the c-suite (what realistic outcomes are possible for a particular initiative).
- Managing Processes
Process refers to the specific actions and workflows your personnel and organization undertake to reach their goals. By managing process, it’s possible to identify inefficiencies and address them so your staff can work in a more efficient, productive, and profitable way.The following are the ways by which
the managers can manage the things better:
1. Practice consistency- Following set processes for certain tasks within your organization can yield positive results. Optimized processes allow
for repeatability and efficiency, amongst other benefits.But to realize these benefits, you and your staff must be consistent in following these processes.
2. Opportunities to innovate- Sometimes, one innovation can mean the difference between a profitable company and an industry leader.While product
innovation often gets the bulk of the attention in conversation, process innovation can be incredibly valuable to an organization as well.
- Managing People
To be an effective manager, you need to understand how to manage people, including direct reports, team members, outside contractors, or even superiors.
Consider the following tips to improve your abilities in managing people:
3. Embrace leadership principles- Although the terms “leadership” and “management” are often used interchangeably,they have very different meanings.
The truth is that not all managers are leaders.
4. Manage up- It’s understandable to think that management is all about managing down the organizational chart. But it is just as important to realize that you can manage up the organizational chart as well.
- Managing Expectations
It isn’t uncommon for superiors, especially those who are far removed from the day-to-day activities of a team or department, to come to the table with expectations for a project or initiative that simply are not feasible. When this happens, it’s your job as a manager to educate your bosses on what is possible given the existing circumstances and the desired outcome.
5. Improve your communication skills- Strong communication skills will be essential in your mission to effectively manage the expectations of
your stakeholders and team members. Take every opportunity available to improve these skills.
6. Give regular performance updates. It isn’t enough to measure progress towards your goals; you must also communicate this progress to everyone involved.
Performance updates allow everyone to understand whether or not you are on track to hit the goals you have outlined.
or goals.They must manage the expectations of direct reports (what work is to be done) and the c-suite (what realistic outcomes are possible for a particular initiative).
- Managing Processes
Process refers to the specific actions and workflows your personnel and organization undertake to reach their goals. By managing process, it’s possible to identify inefficiencies and address them so your staff can work in a more efficient, productive, and profitable way.The following are the ways by which
the managers can manage the things better:
1. Practice consistency- Following set processes for certain tasks within your organization can yield positive results. Optimized processes allow
for repeatability and efficiency, amongst other benefits.But to realize these benefits, you and your staff must be consistent in following these processes.
2. Opportunities to innovate- Sometimes, one innovation can mean the difference between a profitable company and an industry leader.While product
innovation often gets the bulk of the attention in conversation, process innovation can be incredibly valuable to an organization as well.
- Managing People
To be an effective manager, you need to understand how to manage people, including direct reports, team members, outside contractors, or even superiors.
Consider the following tips to improve your abilities in managing people:
3. Embrace leadership principles- Although the terms “leadership” and “management” are often used interchangeably,they have very different meanings.
The truth is that not all managers are leaders.
4. Manage up- It’s understandable to think that management is all about managing down the organizational chart. But it is just as important to realize that you can manage up the organizational chart as well.
- Managing Expectations
It isn’t uncommon for superiors, especially those who are far removed from the day-to-day activities of a team or department, to come to the table with expectations for a project or initiative that simply are not feasible. When this happens, it’s your job as a manager to educate your bosses on what is possible given the existing circumstances and the desired outcome.
5. Improve your communication skills- Strong communication skills will be essential in your mission to effectively manage the expectations of
your stakeholders and team members. Take every opportunity available to improve these skills.
6. Give regular performance updates. It isn’t enough to measure progress towards your goals; you must also communicate this progress to everyone involved.
Performance updates allow everyone to understand whether or not you are on track to hit the goals you have outlined.
HOW TO BECOME A BETTER MANAGER
- Managers can upgrade their management
and leadership skills, team up with mentors, and clarify the objectives and career paths of those they manage.
To retain talented employees in this slowly improving job market, managers must sharpen their motivational skills and demonstrate to their direct reports
they are valued through individual meetings and career development plans. Following are the ways to become a better manager:
1.Prioritize goals that can quickly be fulfilled- Everyone wants to be part of a winning team. Successes help build teamwork, improve engagement,and spur greater involvement as more workers seek to contribute solutions.
2.Formulate a career path for each worker- Mutually develop a career path with each or check in with them to see how they are progressing on their
individual plans. Employees must see near-term and long-term career opportunities and a commitment to help them achieve their full potential, or they will test prospects elsewhere.
3.Meet with workers you manage- Personal one-on-one meetings are a great way to clarify objectives – what is expected of them and the timetable they have to achieve them. Crystalize for each worker what his or her ‘critical few objectives’ are – the two or three most important accomplishments they must realize.
4.Progress from being an individual performer to a manager- Star performers are often promoted to managers, but sometimes they have not been able to make
the transition because they have not learned the management and leadership skills they need.This is especially true about employees who were promoted
to replace those displaced by layoffs. Strive to receive the coaching and training you require.
- The main job of business owners and managers is to get top results out of everyone in their company. Too often, busy professionals do not invest in
building their leadership skills. Here are five simple, practical and proven tips for positive results in any organization.Running your own business
can take up all your time and energy.
- When you assign a task to a team member, do it as clearly as possible. What should the end result be? By when do you want the task completed? Very
often, deadlines are missed because the communication was vague or not conveyed in an appropriate manner. You may have assigned several pieces of
work and not clarified which was to be done first.As a manager, one of your primary roles is to hold employees responsible for the tasks allotted to them.
One of the best ways to do this is to measure results using data. If you happen to be carrying out a sales review for the last quarter, make sure that
the data you are using is correct and also available to your team members.
- No 'best' way to become a better manager Every entrepreneur or manager has to develop a personal style that produces the desired business results.
There is no magic formula or one-size-fits-all approach. But it is useful to understand the different ways that you can improve your management skills.
Remember that a motivated and upbeat team can deliver and even exceed the targets you set for them. As their manager, it is up to you to find the most suitable way to do this.
To retain talented employees in this slowly improving job market, managers must sharpen their motivational skills and demonstrate to their direct reports
they are valued through individual meetings and career development plans. Following are the ways to become a better manager:
1.Prioritize goals that can quickly be fulfilled- Everyone wants to be part of a winning team. Successes help build teamwork, improve engagement,and spur greater involvement as more workers seek to contribute solutions.
2.Formulate a career path for each worker- Mutually develop a career path with each or check in with them to see how they are progressing on their
individual plans. Employees must see near-term and long-term career opportunities and a commitment to help them achieve their full potential, or they will test prospects elsewhere.
3.Meet with workers you manage- Personal one-on-one meetings are a great way to clarify objectives – what is expected of them and the timetable they have to achieve them. Crystalize for each worker what his or her ‘critical few objectives’ are – the two or three most important accomplishments they must realize.
4.Progress from being an individual performer to a manager- Star performers are often promoted to managers, but sometimes they have not been able to make
the transition because they have not learned the management and leadership skills they need.This is especially true about employees who were promoted
to replace those displaced by layoffs. Strive to receive the coaching and training you require.
- The main job of business owners and managers is to get top results out of everyone in their company. Too often, busy professionals do not invest in
building their leadership skills. Here are five simple, practical and proven tips for positive results in any organization.Running your own business
can take up all your time and energy.
- When you assign a task to a team member, do it as clearly as possible. What should the end result be? By when do you want the task completed? Very
often, deadlines are missed because the communication was vague or not conveyed in an appropriate manner. You may have assigned several pieces of
work and not clarified which was to be done first.As a manager, one of your primary roles is to hold employees responsible for the tasks allotted to them.
One of the best ways to do this is to measure results using data. If you happen to be carrying out a sales review for the last quarter, make sure that
the data you are using is correct and also available to your team members.
- No 'best' way to become a better manager Every entrepreneur or manager has to develop a personal style that produces the desired business results.
There is no magic formula or one-size-fits-all approach. But it is useful to understand the different ways that you can improve your management skills.
Remember that a motivated and upbeat team can deliver and even exceed the targets you set for them. As their manager, it is up to you to find the most suitable way to do this.
DIFFERENCE BETWEEN MANAGER AND LEADER
When you get promoted to the role of a manager, unfortunately, you don’t automatically become a leader. Although these two words can be used
interchangeably, they represent two completely different traits. Being a leader is much different than being a manager. There are important differences
between the two are as follows:
- Managers set goals but leaders set the vision. It is the leader’s job to turn the vision into reality. Leaders think beyond what people are capable of and
try to make everyone part of something bigger.Managers usually think short term but leaders think long term. Leaders always look at the big picture and
think about the next phase to set the direction towards the final goal.
- Managers are process focused but leaders are people focused. Leaders always think about their teams and give importance to their growth because a
good leader knows that once his/her team grows, the business grows too. Managers supervise their team but leaders coach them. Leaders don’t micromanage
their team but instead guide them towards the vision when necessary.
- Managers assign tasks but leaders encourage ideas. Leaders want the involvement of the whole team to the process and like to brainstorm new ideas or
encourages people to always raise their opinions, if they get a better way of doing things.Managers are authoritative but leaders are charismatic.
Leaders earn the respect of others with their charisma and make others follow them. That is why leaders have fans and managers have employees.
- Managers are controllers and think with their brains but leaders are passionate and think with their hearts too alongside their brains. Leaders know
the importance of the gut feeling and believe in their sixth senses.Managers do things right but leaders do the right thing. If leaders need to break
and set new rules for a business, then, they don’t hesitate of doing it because leaders are open to change.
- Leaders create a vision, managers create goals.Leaders paint a picture of what they see as possible and inspire and engage their people in turning that
vision into reality. They think beyond what individuals do. They activate people to be part of something bigger. They know that high-functioning team
can accomplish a lot more working together than individuals working autonomously. Managers focus on setting, measuring and achieving goals. They
control situations to reach or exceed their objectives.
- Leaders are unique, managers copy.Leaders are willing to be themselves. They are self-aware and work actively to build their unique and differentiated
personal brand. They are comfortable in their own shoes and willing to stand out. They’re authentic and transparent. Managers mimic the competencies
and behaviors they learn from others and adopt their leadership style rather than defining it.
- Leaders grow personally, managers rely on existing, proven skills.Leaders know if they aren’t learning something new every day, they aren’t standing still,
they’re falling behind. They remain curious and seek to remain relevant in an ever-changing world of work. They seek out people and information that
will expand their thinking.Managers often double down on what made them successful, perfecting existing skills and adopting proven behaviors.
- Leaders coach, managers direct.Leaders know that people who work for them have the answers or are able to find them. They see their people as competent
and are optimistic about their potential. They resist the temptation to tell their people what to do and how to do it. Managers assign tasks and provide guidance on how to accomplish them.
interchangeably, they represent two completely different traits. Being a leader is much different than being a manager. There are important differences
between the two are as follows:
- Managers set goals but leaders set the vision. It is the leader’s job to turn the vision into reality. Leaders think beyond what people are capable of and
try to make everyone part of something bigger.Managers usually think short term but leaders think long term. Leaders always look at the big picture and
think about the next phase to set the direction towards the final goal.
- Managers are process focused but leaders are people focused. Leaders always think about their teams and give importance to their growth because a
good leader knows that once his/her team grows, the business grows too. Managers supervise their team but leaders coach them. Leaders don’t micromanage
their team but instead guide them towards the vision when necessary.
- Managers assign tasks but leaders encourage ideas. Leaders want the involvement of the whole team to the process and like to brainstorm new ideas or
encourages people to always raise their opinions, if they get a better way of doing things.Managers are authoritative but leaders are charismatic.
Leaders earn the respect of others with their charisma and make others follow them. That is why leaders have fans and managers have employees.
- Managers are controllers and think with their brains but leaders are passionate and think with their hearts too alongside their brains. Leaders know
the importance of the gut feeling and believe in their sixth senses.Managers do things right but leaders do the right thing. If leaders need to break
and set new rules for a business, then, they don’t hesitate of doing it because leaders are open to change.
- Leaders create a vision, managers create goals.Leaders paint a picture of what they see as possible and inspire and engage their people in turning that
vision into reality. They think beyond what individuals do. They activate people to be part of something bigger. They know that high-functioning team
can accomplish a lot more working together than individuals working autonomously. Managers focus on setting, measuring and achieving goals. They
control situations to reach or exceed their objectives.
- Leaders are unique, managers copy.Leaders are willing to be themselves. They are self-aware and work actively to build their unique and differentiated
personal brand. They are comfortable in their own shoes and willing to stand out. They’re authentic and transparent. Managers mimic the competencies
and behaviors they learn from others and adopt their leadership style rather than defining it.
- Leaders grow personally, managers rely on existing, proven skills.Leaders know if they aren’t learning something new every day, they aren’t standing still,
they’re falling behind. They remain curious and seek to remain relevant in an ever-changing world of work. They seek out people and information that
will expand their thinking.Managers often double down on what made them successful, perfecting existing skills and adopting proven behaviors.
- Leaders coach, managers direct.Leaders know that people who work for them have the answers or are able to find them. They see their people as competent
and are optimistic about their potential. They resist the temptation to tell their people what to do and how to do it. Managers assign tasks and provide guidance on how to accomplish them.
Rajtarangini Singh [MBA]
HR Manager
Aircrews Aviation Pvt Ltd
rajtaranginisingh.aircrews@
www.AircrewsAviation.com
Vcard: rajtaranginisingh.vcardinfo.
Follow me on:
LinkedIn:-
HR Manager
Aircrews Aviation Pvt Ltd
rajtaranginisingh.aircrews@
www.AircrewsAviation.com
Vcard: rajtaranginisingh.vcardinfo.
Follow me on:
LinkedIn:-
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