When an archer misses the mark, it’s not the fault of the target. When the meatloaf didn’t quite turn out as expected, it’s probably not the fault of the recipe. Do you sense a common denominator here?
Being good at anything is often a combination of raw talent and skill development. A skilled archer could be handed a very average bow and still hit the center of the target. Likewise, a simple recipe and ordinary ingredients in the hands of a master chef would result in a delightful meal. But here’s the reality, the success enjoyed by both the archer and the chef were achieved by combining innate talent with training and development. The same is true for good managers.
Extraordinary managers often get extraordinary results from very ordinary people. Not so good managers usually get very average results even with extraordinary people working for them. And lousy managers drag down everyone in the organization. They don’t get positive results even from the most talented people.
How to Make a Great Managers
1. Train and Develop Them
Professions require some type of diploma, degree or certification. Certain occupations also require licensing or testing to evaluate varying levels of knowledge or proficiency. Carpenters, plumbers, even exterminators are required to be credentialed. Not so with management, however.
The unfortunate reality is that often managers are selected by virtue of the fact that they show up for work every day. It’s an added bonus if they can see lightning and hear thunder. In way too many companies, if an employee is in the right place at the right time, and has a pulse, bam! He/she is promoted to manager.
Too many companies throw good employees into the role of manager without any training or preparation. It gets worse. If the employee happens to be technically skilled, it’s assumed he/she will be able to figure out how to effectively manage. Big mistake!
Good companies that want good managers must invest in the training and development of those who demonstrate talents for organization, communication and the ability to positively influence their peers. Being reliable is obviously important, but there’s a lot more to consider when an organization decides to promote someone to management. Managers are the backbone of every organization. A good company with bad management doesn’t last long. If it’s able to survive in spite its poor management, it isn’t very competitive and won’t be very profitable.
2. Reward Them
Ever hear the adage, “what gets rewarded gets repeated”? Good employees and good managers make mediocre companies better and good companies great. Want to know how to light up a good employee or great manager? Acknowledge their contributions to the success of the enterprise. Notice, I didn’t say throw a bunch of money at them. Study after study shows that money, in and of itself, isn’t a very good motivator.
Those same studies would show people respond very favorably to both public and private recognition for a job well done. I’m not suggesting monetary rewards aren’t important, I’m just saying money isn’t the only, nor the most important reward a company can offer.
And speaking of rewards, when it comes time to recognize outstanding performance, don’t focus on activities – focus on results. Activity and productivity are not the same thing. We all know, and often work with people who are very active, but not at all productive. Being busy does not equate to being productive.
In a recent Harvard Business Review series of articles, titled The 7 Habits of an Effective Manager, the point is made that just 10% of managers move their companies forward. Why? Because they zero in on strategic (company) goals and see them through to completion.
What about the other 90%? They’re focused on activities that have little or no connection with the strategic initiatives of their company. They focus on short-term tasks, live in crisis management mode and take on too much work from their subordinates.
So What? Who Cares?
Good managers become great managers through training and development. Great leaders realize how important the management function is to their respective enterprise and recognize the value of developing managerial talents. Great leaders also regularly recognize the contributions great managers make toward the success of their company.
Tags: development, employees, managers, professions, recognize, skill, train, training, value
