Monday, 14 November 2016


Management style is so hard to put your fingers on, but in general a good manager gives clear direction and actually stays pretty clear. He is ready and available to proffer guidance, expertise, and help when needed. Management whether in small scale or organisational level need be done effectively to achieve maximum output in line with the objectives and goals of the organisation you are managing. This article will enlighten
you on unique management techniques that can keep you, your boss or your employees fulfilled and work in the best possible frequency.

An excellent manager taps into talents and resources in order to support and bring out the best in others. An outstanding manager helps bring out possibilities in others. Effective managers pay attention to many angles or areas of management, leadership and learning within the organisation: areas an average manager ignores.

Below are some management skills without which your management experience will definitely hit rock-bottom. These are the key critical skills which will help you lead your team and make your employees desire to follow you all the mores.

  • Say "Thank you" when deserved and mean it
Appreciate the effort of your team. Verbally as well as through actions. Let them see the expression or even feel it, whether directly or indirectly. You are the boss. True! But it is your work on and with your team that makes you a good manager or a bad one. So you will be careful to make your team work optimally.

Does your team accomplish task early? Your staff does something that seems as little as being punctual? A heartfelt ‘thank you Ma for this or that’ isn’t a large cross to bear. Remember all you are out to do is to produce the most effective output by leading your team to maximise their potentials and skills.

And since they are humans, a simple appreciation may set the tone.

  • Communicate regularly and keep the line of communication open
You should be approachable as professionally as possible or risk being left in the dark when things go wrong. It’s impossible to be everywhere at same time: that’s actually the reason why you have a team in the first place. Your staff actually deputises you in their different areas of specialisation. They should therefore know that they can come to you for anything when necessary and expect to be heard.
Do not form the boss,. You are already one. Communication is the live wire of every relationship. Even those as professional as yours. Your success and failure is hugely dependent on it.

  • Accept responsibility for those who report to you
When you refer to one of your staff members or your entire team in a derogatory manner when speaking with your superiors, it cast doubt on your leadership ability. After all, the competency of those who report to you is a direct reflection of your management qualities.
A good manager has the ability and duty to defend the policy of the board before his team. Even when you quite don’t agree with them. A good manager also has as part of the job description to defend the actions of his team before the higher authorities in the company. After all, if your team got it wrong, it is you who appointed the team.

  • Show you are a capable conflict manager
You must be a problem solver, disagreements and conflicts are almost inevitable in any organisation as human beings are highly egocentric. Show u can resolve conflicts in an unbiased manner as this builds confidence in your team that you will make the right call when issues of disagreements arise. Acquire special training in crisis management, negotiation, or other conflict-resolution methods if needed. By being well prepared using facilitated discussion, coaching, and negotiating strategies you can demonstrate leadership process to resolve differences.

  • Frequently lift staff morale
Just like in the military, action movies or even in sports you see team leaders trying to give their team morale boosting talks before they engage on any mission or task. This act raises the team spirit and keeps the team or staff motivated to accomplish any task. Your team desire purpose and accomplishment, and they look to you for inspiration.
You can delegate morale-building efforts to individuals as well, encouraging them to take responsibility for positive interaction with their teammates by cultivating a positive culture around your team. You can stand out among your management peers whose teams may not be receiving the same morale-elevating attention.

  • Always be on the lookout for your replacement
If you are hoping to advance beyond your current position, this may be your best way up the ladder. Those above you may want to bring you along but they may be concerned about how to replace you. Make their job easier and your climb more attainable by having a well-groomed staff members lined up and ready to step in when the call comes down.
You may say, “hell no! How dare I train my direct competition?” Well dear, you are training your replacement. In fact you are actually showing a willingness to upgrade to a higher level if there is someone who can fill your shoes from your team.

  • If You Are Never Willing To Do It, Then Don’t Demand It Of Your Team
True respect can only be earned when management shows a willingness to come out from behind the desk and get their hand dirty.
As a manager you are the leader of your team. Good leaders lead from the front. Whatsoever you demand from your team, be sure to set the example in deeds too. That will save you a thousand words too.

You have to know these: a manager manages a group of people to achieve the organisational goal. They are humans not animals. They are capable of thinking independently and showing off emotions. Your task is to get the company objectives always in view and make them work to their optimal level.
As you apply all these for the common good of your company, remember that it’s worth a manager having a mentor who’s a successful manager too. The reason is simple; the task of a manager is an awesome and enamours one. And as the Chinese proverb says, ‘if you want to know the road ahead, ask those who are coming back’.

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