Saif Chy asked:
Managers are the key drivers of an enterprise. Some managers make the grade and continue to be there on the job, but a few excel and leave an indelible mark on the fabric and culture of the organization for decades to come.
Great managers inspire their teams perform at peak levels always. They are ‘hands on’ managers and work with team. They observe every aspect and detail of the task and then make appropriate suggestions for the team to improve its performance.
What differentiates a great manager from a run-of-the mill type? Managers have their jobs cut out for them. They just set out a specified time for a particular task to be completed. They are given the ‘hiring-firing’ authority to get staff in line production of objectives. Managers of such type are seen as a ‘ring master’ in a circus, who cracks the whip to make the animals perform. There is neither dialogue nor appreciation for the team. Team bonding is nil and each member in the team just wants it complete the task allotted. When issues arise, the team waits for the manager to take decision. Nobody is willing to help the manager arrive at a quick solution.
Team members perform in isolation and fear. There is no collective thinking and team goals and objectives are only known to the manager who seldom communicates his ideas to the team. Production only stays stable but does not move to higher levels. Often, teams managed by such autocratic and ’stonewall’ managers disintegrate to the consternation of the upper management. Despite production not being hit, people seem to want to get out of that team or even out of that organization.
Great managers on the other hand inspire their teams perform at peak levels always. They observe every aspect and detail of the task. They make appropriate suggestions for the team to improve its performance. They constantly review the team performance at all levels and these reviews are participatory. The manager gives everyone time to have his say, new ideas are welcome and the first chance to implement a fresh idea is utilized. Ideas that work for the organization and the team are appreciated and rewarded.
Criticism is delivered in a painless manner, so that the person at the receiving end does not feel humiliated. It acts as positive feedback to enhance clearer thinking on the part of the team. A great manager understands the expectations of each member in the team and honestly works towards meeting them. Where the expectations are not met, he explains to them what prevented the same and how together they can rectify the situation.
A good manager commands respect for his knowledge, skills and team player ability. He wins accolades for sharing knowledge and acknowledges the contributions of individual team members.
Managers are the key drivers of an enterprise. Some managers make the grade and continue to be there on the job, but a few excel and leave an indelible mark on the fabric and culture of the organization for decades to come.
Great managers inspire their teams perform at peak levels always. They are ‘hands on’ managers and work with team. They observe every aspect and detail of the task and then make appropriate suggestions for the team to improve its performance.
What differentiates a great manager from a run-of-the mill type? Managers have their jobs cut out for them. They just set out a specified time for a particular task to be completed. They are given the ‘hiring-firing’ authority to get staff in line production of objectives. Managers of such type are seen as a ‘ring master’ in a circus, who cracks the whip to make the animals perform. There is neither dialogue nor appreciation for the team. Team bonding is nil and each member in the team just wants it complete the task allotted. When issues arise, the team waits for the manager to take decision. Nobody is willing to help the manager arrive at a quick solution.
Team members perform in isolation and fear. There is no collective thinking and team goals and objectives are only known to the manager who seldom communicates his ideas to the team. Production only stays stable but does not move to higher levels. Often, teams managed by such autocratic and ’stonewall’ managers disintegrate to the consternation of the upper management. Despite production not being hit, people seem to want to get out of that team or even out of that organization.
Great managers on the other hand inspire their teams perform at peak levels always. They observe every aspect and detail of the task. They make appropriate suggestions for the team to improve its performance. They constantly review the team performance at all levels and these reviews are participatory. The manager gives everyone time to have his say, new ideas are welcome and the first chance to implement a fresh idea is utilized. Ideas that work for the organization and the team are appreciated and rewarded.
Criticism is delivered in a painless manner, so that the person at the receiving end does not feel humiliated. It acts as positive feedback to enhance clearer thinking on the part of the team. A great manager understands the expectations of each member in the team and honestly works towards meeting them. Where the expectations are not met, he explains to them what prevented the same and how together they can rectify the situation.
A good manager commands respect for his knowledge, skills and team player ability. He wins accolades for sharing knowledge and acknowledges the contributions of individual team members.