EIGHT HABITS OF HIGHLY EFFECTIVE MANAGERS

 

EIGHT HABITS OF HIGHLY EFFECTIVE MANAGERS

 

1. Be a good coach
     * Provide specific, constructive feedback, balancing negative and positive
     * Have regular one-on-ones, presenting solutions to problems tailored to the employee's strengths

 

2. Empower your team and don't micro-manage
     * Balance giving freedom to your employees while still being available for advice
     * Make "stretch" assignments to help them tackle big problems

 

3. Express interest in employees' success and well-being
     * Get to know your employees as people, with lives outside of work
     * Make new folks feel welcome, help ease the transition

 

4. Be productive and results-oriented
     * Focus on what you want the team to achieve and how employees can help achieve it
     * Help the team prioritize work, and make decisions to remove roadblocks

 

5. Be a good communicator and listen to your team
     * Communication is two-way: Both listen and share
     * Hold all-hands meetings and be specific about the team's goals
     * Encourage open dialogue and listen to the questions and concerns of your employees

 

6. Help your employees with career development

 

7. Have a clear vision and strategy for the team
     * Even amid turmoil, keep the team focused on goals and strategy
     * Involve the team in setting and evolving the team's vision, goals, and progress

 

8. Have key technical skills, so you can help advise the team
     * Roll up sleeves and work side-by-side with team, when needed
     * Understand the specific challenges of the work

 

THREE PITFALLS

 

1. Have trouble making transition to team leader
     * Fantastic individual performers are often promoted to manager without the necessary skills to lead
     * People hired from outside often don't understand the specific ways of the company

 

2. Lack a consistent approach to performance management and career development
     * Doesn't help employees understand what company wants
     * Doesn't coach employees on how they can develop and stretch
     * Not proactive: Waits for the employees to come to them

 

3. Spend too little time on managing and communicating