Published on June 26, 2023 How to Evolve as a Manager of People
Managing a group of people, regardless of the size of the team, takes a great deal of emotional intelligence, coupled with the obvious: business acumen.
If you are interested in furthering your career in management, then you have clicked on the right article. Continue reading to learn three key ways to evolve as a manager of people.
1. Make Sure All Feedback You Provide is Constructive
Every experienced manager knows and understands how easy it is to provide more of a standard and uniform response in a one-to-one meeting.
However, to be a truly inspirational manager who your employees not only like and respect, but who also encourages them to follow their own personal career journey, you need to start making sure any and all feedback you provide, either to individual employees or the whole team, is genuinely constructive.
Key methods of achieving exactly that include, amongst plenty of others, the following:
- Make such conversations private and confidential
- Get to the point and avoid flowery language
- Maintain communication based on collaboration
- Follow the Behavior, Impact and Action Rule
- Provide effective ideas on how to change and improve
2. Put Yourself Forward
For managers who have been in the same professional position for some time, it would be understandable if they have become set in their ways and believe, either rightly or wrongly, that their way is the best way.
However, even if, in a particular situation, you are entirely correct, it may well be the case that there have been several new innovations regarding policies and procedures, some of which you are entirely unaware of. Check out professional and effective further training in Agile Coaching for managers and leaders of people and put yourself forward to learn new and effective tools.
In short, the best way to evolve as a manager of people is to never stop learning and never assume you know all there is to know.
3. Understand the Four Core Management Styles
As with most everything else in life, especially in the context of business, different types of management styles help to ascertain not only the type of leader you are, but also how to improve.
The four main management styles include Supportive Management, Directive Management, Coaching Management and Delegative Management.
Supportive managers tend to provide guidance and advice when asked, but generally let each employee make their own decisions and follow their own intuition, with supportive management being the most favored among employees.
Directive managers, as the name suggests, usually explicitly instruct their employees not only on what they should be doing, but also how to do it and, as such, are most suited to training employees new to the company. Coaching managers, on the other hand, provide specific support and direction for their team members, then support them along the way, making sure each employee sticks to the plan.
Finally, regarding the fourth type of management style, delegative managers essentially have the trust in their employees to make their own way and rarely ever actively reach out and support their team.
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