The path to greatness seldom runs smoothly as the role of a leader requires a daily routine of being a bold, efficient and effective coach to all employees. These 7 strategies are designed to help you become the best that you can be.


1.    Talk Less, Listen More

The best managers listen to what their employees have to say during review meetings to help implement changes that will enhance the company. Often the best time for self-reflection and a clear understanding of goals, ambition and weaknesses is by talking them through. You may encounter the occasional uncomfortable silence but be patient giving them opportunity to fill it.


2.    Play to everyone’s strengths

By understanding your own strengths you can tailor your coaching and feedback styles to be more effective at conveying information to employees. Knowing your frame of reference such as are you good at maintaining decorum in a problematic situation or do you have good technical ability can prove useful to helping to make the environment more facilitated towards work.


3.    Manage the team not individuals

Performance reviews typically look at individuals but when it comes down to it managers are responsible for the performance of the whole team. The use of combining individual’s strengths and skill sets with those less able at the skills will not only help to raise overall performance but the team will be learning from each other’s abilities.


4.    Emphasise the positive

Most will know their professional strengths, but our weaknesses are the area that we have the most potential to develop in. Employees should be aware of the positive aspects they bring to work but should be encouraged to further enhance them by improving on areas they are challenged in to develop them into strengths.


5.    Be inspirational

What do the most successful organisations have in common? They recognize achievements to inspire employees. Provide challenging growth opportunities based on what you know about everyone’s talents and weaknesses, using this to build coaching and feedback from. Further make sure that each employee gets recognized for their talents reinforcing current performance to facilitate its continuation.


6.    Frequent feedback

Make sure performance meetings are as regular as possible so they are real time, with any achievements or challenges being addressed as they happen. Don’t be critical of performance if something needs addressing be direct and constructive as the message will carry more weight.


7.    Make performance reviews people centred

Performance reviews should just be about fulfilling HR requirements and numbers, but more about feedback from the team to contribute towards the company. Make sure that you highlight how their efforts drive the companies productivity and success showing them they are part of the bigger picture.

 

To be the best manager you must ask as much from yourself as you do from your team constantly creating a facilitative environment for work and learning to occur.


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