Characteristics and Attributes of a Good Manager
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One reason is that it causes employees to feel as if their opinion is valued. Versatility implies an openness - this openness allows the leader to quickly change on a dime when necessary. The not-so-great side of it: assertive individuals are more opinionated, and tend to be more on the stubborn side.
Leading with transparency and honesty. You can complete a to learn some of the necessary characteristics, and you can also develop many desirable qualities on your own. To give you a great browsing experience free of charge, this site uses cookies.
How To Be A Great Sales Manager: 10 Essential Qualities For Success - Take a proactive approach by initiating a series of positive check-ins, an open door policy, and not waiting until conflict arises to communicate effectively with your team. An excellent manager taps into talents and resources in order to support and bring out the best in others.
Managers have the power to make or break their organizations. While great leaders encourage their employees to reach their full potential and help their organizations surpass their goals, terrible dictators discourage workers to the point they want to jump ship. And many of them do. According to the , nearly half of employees who leave jobs do so to get away from their bosses. As you go about your search for a new manager, keep in mind that great ones usually possess these 10 leadership qualities. Honesty The moment a team stops believing their leader is telling them the truth, things start to fall apart. In the business world, honesty is critically important. When hiring a manager, look for candidates who understand the importance of openness and transparency. Leading by example, honest managers inspire the rest of their teams to be similarly truthful. Great managers have excellent communication skills. They are able to get their team on the same page so that everyone works toward the same objective — not seven different interpretations of that objective. Managers need to be able to communicate verbally, but the best ones are also able to communicate via the written word just as effectively. Decisiveness Whether they work for themselves or manage enormous departments, in addition to those routine decisions, all managers have to make tough choices regularly. Strong leaders are able to make difficult decisions quickly, after doing their due diligence and assessing all of their options. The average person makes as many as each day; managers probably make at least a few more. After a tough decision is made, managers need to be able to convince their teams to move forward — even the employees who would have made a different choice. Candidates who project confidence are much more likely to inspire all of their workers. From time to time, all businesses suffer setbacks. A court might rule against you. A new competitor might enter the market and gain traction. A new product release might not be well-received by your customers. In any such situation, managers need to remain confident so they can lead their teams forward. To this end, they keep tabs on all of their employees to see what they can do to help them become better workers and develop professionally. According to our , only 25% of workers feel as though there are ample opportunities for professional development at their organizations. That figure leaves a lot to be desired because many workers place a high value on professional development. Managers who are invested in their employees and committed to helping them grow professionally will almost assuredly keep their staffs engaged. Empathy Back to that stat about people quitting their bosses: if employees are drowning in work — and 70% of them feel like they are, according to our report — managers need to be understanding. Look for managerial candidates who understand the importance of empathy. Focus Any given company has an enormous amount of competing priorities. It goes without saying managers need to be aware of the big picture. But they also need to have a laser-like focus on the smaller things, too. Great managers have a track record of successfully seeing multiple projects through from conception to completion. Creativity Want to take your company to the next level? Hire a manager who has a knack for thinking outside the box and coming up with amazing ideas. Sometimes, creative solutions are required to solve problems. As you search for managerial candidates, look for applicants who have demonstrated their ability to solve complex problems creatively. Great managers tend to be creative people. They are known for thinking about new ways to improve operations and serve customers better while also making their employees happier. Optimism Everyone can struggle at work from time to time. And in some cases, a majority of workers can struggle at the same time. Just think of a company overhauling its tech infrastructure and all the resulting headaches. When managers openly express their disgust about something when everyone else is struggling, it can bring the team down even more. Great managers understand this, which is why they try their best to remain optimistic and positive at all times. Maybe they have their sights set on climbing the ladder. It may be hard to find someone who has all 10 of these traits, but they do exist. Worst case, settle for the candidate who has a majority of them, and you should do just fine. Editor's Note: This post was originally published in May 2016 and has been updated for freshness, accuracy, and comprehensiveness.
5 necessary qualities of a good manager
Co-Workers Responsible criticism from co-workers requires tact. This extends beyond managing people to empowering and engaging people. I help my managers avoid this by holding them accountable when they are frustrated with contributors on their team. Follow from the front The future management model is all about note roadblocks from the paths of employees in order to help them succeed. Being able to delegate does not qualities for a good manager make a more efficient and effective manager, but it can also create a more productive team. They are constantly talking about what they can do to make the solo better and how it compares favorably to other jobs. According to an analysis published in46 percent of managers rated poorly on holding their teams accountable. Gordon provides coaching to individuals and teams who are dedicated to enhancing their personal power and sense of fulfilment. A ring of thumb is to always listen first, ask questions, and then facilitate to direct with the answers and solutions at hand.
