The Making of a Manager

Reflect on Your Role Daily: Spend a few minutes at the end of each day reflecting on your interactions and decisions. Ask yourself, 'Did I empower my team today?' and 'How can I better support them tomorrow?'

Set Clear Goals and Expectations: Begin by clearly defining what success looks like for your team. Break down these goals into actionable steps and communicate them clearly to each team member, ensuring they understand their role in achieving these objectives.

Foster Open Communication: Encourage your team to share their ideas, challenges, and feedback. Hold regular one-on-one meetings and team sessions to discuss progress, obstacles, and brainstorm solutions together.

Delegate Effectively: Identify the strengths and interests of your team members and delegate tasks accordingly. This not only ensures tasks are completed efficiently but also aids in the professional growth of your team members.

Provide Constructive Feedback: Offer regular, specific feedback that highlights both strengths and areas for improvement. Frame it in a way that motivates your team members to grow and excel in their roles.

A manager notices one of her team members excelling in client communications but struggling with report deadlines. She decides to delegate more client interaction tasks to this member while offering support and resources to improve time management skills.

During a team meeting, a manager sets a clear goal for the quarter: increase customer satisfaction by 20%. He breaks down the goal into specific tasks for each team member, based on their strengths, and schedules bi-weekly check-ins to discuss progress and adjust strategies as needed.

Practice Active Listening: During conversations, focus entirely on the speaker. Nod, make eye contact, and occasionally paraphrase their points to show understanding. This encourages open communication and shows your team that their input is valued.

Provide Clear, Constructive Feedback: When giving feedback, be specific about what was done well and what could be improved. Use the 'sandwich' method—start with something positive, address the area for improvement, and conclude with encouragement or another positive note.

Adapt Your Communication Style: Recognize that not everyone responds well to the same communication style. Some may prefer directness, while others might need a more empathetic approach. Adjust your style based on the individual and the context of the conversation.

Encourage Open Dialogue: Create an environment where team members feel safe to express their ideas and concerns without fear of judgment. Regularly ask for their input and show genuine interest in their perspectives.

In a team meeting, instead of dominating the conversation, a manager asks open-ended questions like 'What challenges are you facing?' and 'How can I support you better?' This approach facilitates a two-way dialogue and makes team members feel heard.

When a project misses its deadline, instead of assigning blame, a manager sits down with the involved team members to discuss what went wrong. They focus on identifying lessons learned and strategies for improvement, turning the situation into a learning opportunity rather than a fault-finding mission.

Schedule Regular Feedback Sessions: Make it a point to have dedicated time slots every week or month for one-on-one meetings with each team member. Use this time to discuss their work, provide constructive feedback, and listen to their concerns or suggestions.

Create a 'Feedback is Welcome' Atmosphere: Actively encourage your team members to share their thoughts and feedback, not just in formal sessions but also in day-to-day interactions. Show appreciation for their input regardless of whether it's positive or negative.

Implement a Peer Review System: Encourage team members to review each other's work. This can be done through formal processes or more casual peer feedback sessions. It's a great way for everyone to learn from each other and foster a supportive team environment.

Lead by Example: Be open to receiving feedback yourself. Show that you value and act on the feedback you receive. This sets a positive example for your team and reinforces the culture of open communication and continuous improvement.

Recognize and Reward Constructive Feedback: When you see team members giving or receiving feedback in a constructive manner, acknowledge and reward it. This could be through verbal recognition in team meetings or through more formal reward systems.

During a one-on-one meeting, a manager discusses a recent project with a team member, highlighting what went well and areas for improvement. They then ask the team member for their perspective on the project and how they feel they can improve in the future.

In a team meeting, the manager praises a team member for their proactive approach in seeking feedback from peers before finalizing a project. This not only improved the project outcome but also encouraged others to seek out peer feedback.

Assess and Rank Tasks: Start your day or week by listing all the tasks you need to accomplish. Rank them based on their urgency and impact. Use a simple system like labeling them A (most important), B, and C (least important). This will help you focus on what truly matters.

Know Your Team's Strengths and Interests: Spend time understanding each team member's skills, interests, and career aspirations. This knowledge is crucial when you delegate tasks, as it ensures you're assigning tasks to the most suitable person, boosting both efficiency and satisfaction.

Use Delegation as a Development Tool: When delegating, consider not just who can do the task now, but who could benefit from learning how to do it. Frame it as an opportunity for growth, and provide the necessary support and resources for your team member to succeed.

Regular Check-ins for Priorities and Delegation: Have regular one-on-one meetings with your team members to discuss ongoing projects, adjust priorities if needed, and offer feedback on delegated tasks. This keeps everyone aligned and motivated.

Imagine you're leading a project with a tight deadline. You have tasks ranging from critical path activities to minor administrative work. You decide to tackle the critical path activities yourself (A tasks) and delegate the administrative work (C tasks) to a team member who has shown interest in project management and could benefit from understanding the project's administrative side.

You're managing a team responsible for delivering a software update. After ranking tasks, you identify that developing a new feature is the most urgent and impactful task (A task). Knowing one of your team members is looking to improve their coding skills and has shown interest in this area, you delegate this task to them, providing clear expectations and offering your support throughout the process.