It’s been proven time and time again that most people who leave jobs do so because of “bad” managers.
Bad managers create cultures that result in employees tapping out, doing the bare minimum, calling out from work, getting sick, dread showing up at their jobs, etc.
Do bad managers know that they are bad? Some of the times they do and some of the times, they don’t.
Some people who have been promoted to supervisory or management roles have only had the examples of poor managers to follow. People do what people see.
A stimulating discussion starter is “Are Managers Born or Made”.
It’s quite a debate in my training sessions. The fact is managers are both born and made.
They become better though by continued development regardless of the side of spectrum they are on.
To develop as a manager, a proper foundation has to be laid.
When a person’s leadership foundation is faulty symptoms of those cracks appear. Things like lack of team productivity, absenteeism, ineffective communication, poor employee morale, disunity, less revenue and so much more impact the organization.
We do a disservice to newly appointed supervisors and managers when we do not inspect the foundation their leadership skills are built on.
We fail them if we do not provide the reinforcement that will help them to be successful in their roles.
To fix any cracks identified, a repair service is needed.
Learning how to connect with their team members, laying out clear and concise goals. delegating, rewarding and recognizing their team members, proper conflict resolution, effective coaching, understand budgets and financial planning are all aspects of leadership that are crucial skills for a leader.
The reality is, as a team leader, success comes through driving team performance. How exactly is that done? Through people.
Within the right culture, one where managers factor in the importance of treating employees like they matter and appreciate them for their contribution, employees willing give more of their talents. Have you ever noticed how some managers can get their employees to willing take on additional workload, work longer hours and perform outside the scope of their regular duties without asking for additional pay?
When managers care about their employees just as much as they care about profits, view those they lead optimistically, seek advice from their team players, actively listen to them, reward and recognize their efforts, employees give more effort towards helping the manager achieve his/her goals.
Effective leaders connect with people in a way that makes them want to contribute to the organization’s success and these are all characteristics that can be learnt.
Duquesa D. Dean is a Certified Trainer, Speaker and a Transformation Coach. She is an Associate Trainer with the International Board of Certified Trainers and a certified Coach, Speaker & Trainer with the John Maxwell Team.
Duquesa is the author of three books “Chase Your Dreams”, “Sister, Stand Up Again & “Bruised But Not Broken”.
To book Duquesa, email email@example.com or call 242-424-6012