8 Essential Practices to Become a More Effective Manager

In the initial phases of my career, I was firm to my vision, often adopting a 'my way or the highway' mindset. Reflecting on numerous mistakes made along the journey, I came to a profound realization: the triumph of any business is intimately connected to the individuals comprising your team. In this article, I share insights into the valuable lessons I've learned, the transformations I've undergone, and the skills I've cultivated to become a more effective manager.

Cultivate Empathy

I've often heard the phrase, "People need to understand that we run a business." While it's true that running a business is crucial, it's important to recognize that the success of that business often relies on the people in your team. When you become a manager, you're no longer just in charge; you're now responsible for the people who are in charge.

Approach your role with kindness and compassion. Demonstrate genuine care for your staff, and they will reciprocate without limitations. Perhaps someone needs a day off (off the record) due to the long hours they've put in, need to care for a sick child, or a personal event. Strive to balance day-to-day tasks with the larger team achievements over the course of a year.

Be genuinely interested

The key is not to be intrusive or delve into personal matters, especially if someone prefers to keep their personal life separate at work. However, strive to gather enough information to understand where you can offer support, guidance, or assistance.

I can vividly recall numerous individuals who became close friends during and after our time working together. This may counter the conventional wisdom of maintaining strong barriers in the workplace. Yet, my experience has demonstrated that forming strong connections with colleagues by understanding their personal lives, motivations, fears, and frustrations has resulted in relationships that extend beyond professional boundaries. While this may not resonate with everyone, it has certainly worked for me. It's not about oversharing; it's about getting to know them better. Many of these connections have evolved into lifelong friendships, relationships that I treasure.

Learn to use open-ended questions or set small goals that lead to deeper conversations. Showing genuine interest is crucial. It doesn't have to be formal meetings; a quick chat or a coffee can suffice. Despite our busy schedules, investing time in building these connections is not a waste; you'll never regret it.

Prioritize honesty

I was taken aback during a training session when a coach mentioned that he had chosen not to prioritize honesty as one of his work values. The rationale was that working in a company might require occasional distortion of reality and even lying. While I comprehend the reasoning behind this perspective, I was genuinely surprised. Honesty doesn't necessitate divulging every detail. It's acceptable to acknowledge that you possess information that cannot be shared. Not everything can be disclosed, and some matters must remain confidential. However, the more information you share, the more your team can contribute. We need to shift away from the belief that holding onto knowledge equals power.

Communicate with positivity

There have been numerous instances when I felt inclined to provide negative feedback, only to realize that it wasn't constructive. In my perhaps overly critical, French approach to feedback, I tended to concentrate heavily on the negative aspects and areas for improvement. How misguided I was. It's more effective to highlight the positive aspects, emphasize what is working well, and focus on how to further develop those strengths.

Master delegation with support

Delegating as if you're passing off a hot potato may bring you peace of mind, but it can have disastrous effects on your staff. While it's true that you have a team that works for you, effective delegation involves more than just assigning tasks. It's a combination of providing context, offering resources, setting clear expectations, recognizing efforts, and following up.

Most importantly, it involves providing assistance where needed. This means doing tasks for them or with them, especially if the job isn't too technical. Delegation isn't solely about removing obstacles; it's also about actively contributing to the achievement of goals.

Foster selflessness

It can be isolating at the top. Leading a team isn't about personal glory; rather, it's about nurturing and empowering your team members to succeed. It will never be about you; it will always be about your team.

Recognize and appreciate

Recognize the efforts of your team and express gratitude for their hard work. Celebrate both the challenging and victorious moments to foster a positive team spirit. When you think something nice about your staff, let them know right then.

Embrace inclusivity

Creating an inclusive environment isn't just a checkbox on the corporate to-do list. It's about fostering a culture where every voice is heard and every perspective is valued. It goes beyond meeting diversity quotas; it's about embracing the richness that diverse experiences bring to the table. Inclusivity isn't an obligation; it's a commitment to ensuring that everyone feels seen, heard, and respected.

As the saying goes, "By yourself, you can go fast, but together we can go far." A one-size-fits-all approach won't suffice. Your team should reflect the diversity of the world you inhabit or the product you sell—diverse opinions, backgrounds, and ideas are essential. Encouraging disagreement may not be easy, but it's a crucial step toward fostering a richer and more innovative collaborative environment.

By integrating these practices into your managerial approach, you can create a more supportive, inclusive, and productive workplace environment.... and friendships for a lifetime!

#management #business #teams #personaldevelopment