Be a Better Manager and a Better Leader
If you are a manager, do not spend time on technical or production tasks that can or should be delegated, and do not micromanage employees past where it is useful or effective. Many managers engage in these activities because they are comfortable, familiar and make you feel more productive. You need to exercise some discipline not to dive into activities you enjoy at the expense of focusing on management tasks (see examples below,) which can sometimes be more difficult or unpleasant.
• Establish and communicate your team’s mission, goals, and objectives
• Measure progress against these goals and objectives
• Alignment with other departments and partners
• Team building, establish roles and responsibilities, and empower employees
• Set up hiring, professional development, corrective action, and learning practices
• Remove obstacles and resolve conflicts
• Ensure adequate processes, procedures and documentation are completed
• Create (and defend) a productive, creative, positive culture.
If these things aren’t getting done, it’s likely that very little else is getting done, regardless of the busy “noise” around you. If you-re constantly fighting fires, hire somebody else to fight the fires while you manage, or vice versa. It¡¦s much less expensive in thelong run to add another executive to the payroll than to make a critical mistake or miss a key opportunity because everyone is too busy ¡§doing work¡¨ to lead the organization.
Create an Organizational Structure that Makes the Most of the Leaders You Have
The people at the top of the organizational chart have a tall order. It may be necessary to reorganize to ensure that management and leadership are occurring at levels that are effective for your organization.
Flatter organization structures work for organizations that are small, have highly-educated and self-motivated workforce, and where all key strategic information and direction can be shared with everyone. (A real estate sales office is a good example of this.)
More hierarchical organization structures may be needed in larger companies that have a diverse workforce with a variety of employees at different education and commitment levels. Industries that have strategic imperatives, competitive pressures, trade secrets and other key information that need to be controlled should have organizational structures that divide leadership and management jobs at lower levels.
Add Leadership and Management Skills Screening to Your Interview Process
Ask “what would you do in this situation¡¨ questions in your interview process. Evaluate candidates for all positions based on their ethics and judgment. This will help you train leaders within your organization. If you have people that you have hired for technical ability only, you will need to scrutinize their leadership abilities and characteristics before promoting them. Some leadership skills and traits can be taught, others (such as ethics, confidence, and responsibility) are very difficult, if not impossible, to instill in people who do not already have them”.
Train New Managers and Leaders within Your Organization Create career paths and professional objectives for people within your organization. If possible, encourage continuing education (financially if you can, but at least culturally.) Keep a library of books and tapes, and start discussion groups or team-building exercises.
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