How to – Draw Out Solutions from Others The biggest error managers make, no matter the industry, level, or years in the job is thinking that they need to have all of the answers. If you want to get the job of “getting work done through others” accomplished, you need to engage them so that they feel valued. Sure, you can give them “atta boys” and “atta girls” and provide clear and concise direction, but that isn’t a strategy to engage them. The best way to show people that they are important is to ask for their input when you are problem solving.

The job of the manager is to facilitate their development, not just make decisions and assign work. As the boss, you are not the one to whom all problems should come for solutions. You are one who is supposed to be developing problem solvers. If you think that a great manager is to the person to come up with the best solutions, think again!

Tips for Effective People Management

• Know how your employees differ. Ask them to describe their ideal manager to learn who wants firm direction and who wants more; then treat them accordingly.
• Ask more questions of employees who seek to be more involved. Ask them to come to you with options for solutions, not only problems.
• Ask more questions to find out what they think. Then be quiet and listen to what they have to say.
• Manage expectations by making your role clear. Make sure they understand the benefits of your taking a more facilitative and supportive role. Explain that you want to engage them and foster broader ownership rather than be the “one with all the answers.”
• Hold regular one-to-one meetings and ask them what went well and what didn’t since your last meeting. Encourage them to think of at least 2 things they did that they are pleased about. When you move to what hasn’t gone well, use questions to encourage ideas for improvement from them.
• Think strategically about which decisions you have to make and which decisions need to be drawn out of others.
• Don’t keep all the “fun and ‘sexy” stuff for yourself - delegate real developmental challenges.

Remember that one size will not fit all. To manage people effectively, broaden your role to include being a catalyst, and flex your style for the needs of different employees.  7:51 PM •  0 Comments •

How to – Plan to Lead At its most basic, leading is setting direction and guiding others to follow that direction. A critical skill for leaders is the ability to manage their own learning. If you are a highly motivated and self-directed professional, you learn by reading, listening to mentors, asking questions and being a good observer of people and your organizational culture. If you are responsible for the development of your organization’s future leaders, you have some guiding to think about.
Leadership Development in your Organization:

• What is your impression of the areas of knowledge and skills recommended for effective leadership? Does your organization have a list of core competencies for leaders?
• Is training and development for leaders informal, formal, other-directed or self-directed?
• How does your organization handle the short life span of useful knowledge that can result in training?
• How is the passing down of acquired competencies to succeeding employees dealt with?
• Can your firm accommodate the demands of productivity while providing for the continuity of learning?
• Does your organization pursue activities that correspond to different learning styles and needs or is it “one size fits all?”
• Does your organization have a formal mentoring program, or does it allow for leaders to obtain professional support in the way of coaches, consultants or counselors?

Without a well thought out and developed plan for leaders, employee growth will be haphazard at best and a waste of time at it’s worst. If you want your future leaders to learn how to set direction, influence others, provide guidance and feedback, develop persistence, initiative and risk – ask them if they see these leadership characteristics in you.  1:58 PM •  0 Comments •