Professional Documents
Culture Documents
Select a person based on experience, intelligence and education Set expectations by defining the right steps Motivate the person by helping him identify and overcome his weaknesses
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Great Managers..
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individual to establish goals that are congruent with the needs of the organization
they let each employee find the right path to reach the outcomes
Achieve a perfect balance between delegating and being hands-on in every situation
Find out what motivates each staff member and try to provide more of it in his work environment manage around the weakness
Leadership
A great manager will always be a leader, and will take the necessary initiatives required to develop their staff within the domains their strengths lie.
Theres a kind of satisfaction in helping someone figure out how to be successful. Great mangers love seeing this happen on their teams
A great manager creates a team and office environment that makes it easy for smart people to do good things.
Succession mentality
A successful manager eventually realizes their own leadership will end one day, but if they teach and instill the right things into people who work for them, that philosophy can live on for a long time, long after the manager is gone.
Three main types of learning styles: analyzers, doers and watchers Great managers identify an individuals learning style/styles adequately in order to help them learn effectively and further improve their strengths.
Care deeply about the success and well being of their team
A great manager cares deeply about their staff, and goes out of his way to protect, train, care for, and reward their own team, even if their primary motivation is their own success. Motivating the Middle Performer Transforming mediocre employees into high-performance superstars
Great either work on their weaknesses or hire people they know make up for their own weaknesses, and empower them to do so.
Only a boss who sees their own behavior as a model the rest of the organization will tend to follow can ever become a truly great manager. Without this, they will always wonder why the team behaves in certain unproductive ways that are strangely familiar.
A manager that never fights can never be great they will never have enough skin in the game to earn the deepest level of respect of the people that work for them. But a manager that always fights is much worse. They continually put their own ego ahead of what their team is capable of.
Micromanaging is never good, but correcting destructive behavior, is always appropriate even if you have to jump levels to do it.
Conclusion
Assess each individuals talents and skills. Then provide training, coaching and development opportunities that will help the person increase these skills. Compensate for or