What comes to mind when you think of an ideal manager? Empathetic, Proactive, or Creative?
The truth is, defining what makes an Ideal Manager is not a one-way street, as different employees have their definitions of what makes a good manager.
To some employees, an ideal manager shows empathy and is strategic about the company’s goals and visions, and to others, an ideal manager is someone who knows how to recognize and reward team members’ contributions to team efforts.
To find a balance, here are seven qualities of an ideal manager;
1. An Ideal Manager Listens
Listening and passive listening are often interpreted interchangeably whereas one holds more depth than the other. As a manager, active listening and comprehension give room for employees to share ideas, perspectives, and insights that could lead to growth for the organization. It also allows you to understand team members and build stronger manager-employee relationships
In an article written by Avi Dan for Forbes, he states that;
“Most managers are not born natural listeners. It’s an acquired skill that is enabled by another critical managerial behavior – asking questions.”
2. The ability to let creative ideas flow and flourish
An ideal manager isn’t a micromanager! Micromanagement in the workplace is becoming a pressing issue and now more than ever, employees are craving the need to be in an organization where they can express their ideas and creativity without being micromanaged.
Micro-management not only reduces an employee’s confidence but also negatively impacts creativity and delays the growth of an organization.
3. Empathetic and Honest
The best team leaders are dedicated to getting results, but they are also aware of the particular difficulties and requirements of their team members.
It is important to make sure workers feel appreciated for their contributions as it would provide them the flexibility and zeal they need to meet their work goals. This inspires more loyalty, and in turn, leads to increased productivity.
4. The desire to develop oneself constantly.
Just as John F. Kennedy says “Leadership and learning are indispensable to each other.” An ideal manager should strive to enhance their abilities, and sharpen their skills.
This entails taking self-development or career courses, attending training or development workshops, reading relevant books or articles about the sector, or remaining current with trends and best practices in their area of expertise.
It is also crucial to note that an ideal manager should be receptive to criticism and suggestions for improvement.
5. Strong problem-solving skills
This enables a manager to foresee possible issues and take preventive measures before they occur.
One key component of problem-solving skills is the ability to locate the underlying cause of a particular issue rather than merely dealing with an overview of the problem. This makes it possible to create a well-defined and lasting solution.
Asides from being able to solve problems on their own, strong problem-solving managers can advise and coach their team members in problem-solving techniques. They can promote a problem-solving culture within the organization and provide their team members the freedom to take responsibility for their job.
6. Effective delegation skills
An ideal manager is expected to delegate effectively, which implies being able to give team members tasks and responsibilities in a way that makes the most use of their strengths. This in turn ensures the achievement of team goals and objectives.
A clear roadmap of this would be understanding the correct tasks to assign to each individual, stating clear instructions and expectations, and providing any necessary assistance and resources that would aid each task.
Other ways to boost team spirit after delegating tasks include monitoring progress, and giving constructive feedback where necessary.
7. Recognize the efforts of employees
There are myriad ways to appreciate the efforts of an employee in an organization, but we would stick with the following:
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Verbal or Written Recognition: This could be done by complimenting them in front of their coworkers at team meetings, sending an email or note, or during one-on-one conversations. Appreciating employees makes them feel valued and fuels their drive to perform their tasks effectively.
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Rewards and Promotion: Incentives such as bonuses, gift cards, time off, e.t.c are examples of prizes that may be given to staff members who have excelled. This is a highly effective motivation booster to inspire employees to keep giving their best effort. Rewarding a worker’s contributions could also include promotion to a more senior position.
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Development Activities – Giving employees the chance to attend and participate in conferences, workshops, and other learning opportunities is an amazing way to reward workers’ contributions and simultaneously enhance their abilities.
Overall, these seven qualities are necessary for a manager to successfully lead their team and achieve success in an organization.
It is pertinent to note that a good manager inspires and motivates their team to perform at their highest level hence, focusing on cultivating these important traits not only makes you successful but also indispensable.