We Need Better Managers, Not More Leaders

we need better managers not more leaders

Stop Making More Leaders! 

Managers and Leaders are two separate identities.

Managers are the ones who get stuff done. The ones that make sure the doors open of a morning, the customers are served and the business is operating well. 

 

Leaders are the ones with the ideas. The visions. The Idealists who believe there is a better way. They are able to communicate their ideas and get people to follow them. 

 

But they aren't always the doers. 

 

So why are we focusing on developing more leaders everywhere?

We NEED the doers to bring the visions to life! And if you've got so many leaders it's like having too many cooks in the kitchen - chaos ensues as everyone has a different vision, and all the energy is going toward getting followers - not getting anything done!

 

Look at some organisations that have a great vision, AND operate well - they have confident, effective managers who are skilled in all facets of management that allow them to execute and build the vision. These managers are ones who are able to value their people, apply their strengths and allow everyone to be heard and fulfilled in their job. 

 

And I’m betting that’s what you want to do to right? Be an effective manager, caring about your people and helping them to grow and develop and to be the best they can be?

 

If this is you, then you are striving to become a truly human leader - someone who puts their people first, works to their strengths and creates a safe and encouraging environment, building a high performing team in the process. 

 

For this to occur you need to focus on the 4 core management competencies that will build your confidence, AND your results. These are

 

  • Setting Clear Expectations
  • Delegating Effectively
  • Giving AND receiving feedback
  • Coaching skills

 

Let’s go a bit deeper into each of these:

Setting clear expectations:  This is the biggest conflict creator in ANY workplace. People blame communication, but I take it back one step further and ask the really obvious question - did that person know EXACTLY what you expected of them? Did you actually spell it out or write it down?

And the answer (if the manager is honest with me, is always a no - I could have done this better). 

Knowing how to clearly set the expectation and to do it up front will save you countless conflict and hassle, rework and frustration. The process to do this involves many steps, and includes creating the vision, defining the actual requirements, assessing capabilities and defining what success looks like. 

Take a brief moment to assess yourself in this area - can you be clearer with your expectations? 

 

Delegating effectively: When this is not being done properly, you’ll find yourself saying “It’s easier just to do it myself!” There is an art to delegating and involves quite a few steps to be done properly. How is your delegation going?

 

Feedback - The ‘tough’ conversations. If you actually just remove the fear around hurting someone's feelings, and put respect for them and their growth in front of your own fear, you’ll find that these conversations are not hard at all. And can be very rewarding when you have the mindset of helping - not just telling.  And to do this, we need to develop some coaching skills. 

 

Coaching skills - For you to develop into a confident manager, you HAVE to start getting your team to think for themselves. And to do this, we need some coaching skills.

Go and read up on the GROW coaching model - it’s the framework of any coaching method and can be used in meetings, over the phone, to fix problems, for performance development and so much more. 

 

Once you have mastered these 4 core management skills, you’ll start to see your team taking on their own responsibilities, knowing what is required of them and pushing themselves to get there. You’ll see harmony, less conflict and your results will improve. 

Your managers will notice, and you’ll be invited to share what’s working, mentor other managers and really start to influence the direction of the organisation. 

 

Yep, through management skills - not leadership skills. 

 

And I teach you all of the steps involved in this in my 4 week Management For Impact program.  Come and Join us 

 

Check It Out Here

 

 Spaces are limited as everyone also gets a 1:1 session to help them implement what they are learning. So get in quick if you want to get started on this RIGHT NOW!

 

10 Steps to Effective Delegation

Sick of asking someone to do something, and it never turns out right?  And then you have to spend time doing it again?  Find yourself saying it's easier to do it myself? Then you NEED to download this Delegation Checklist! 

Download the Checklist