Home / Entrepreneurship / That Way You Become a Better Manager

That Way You Become a Better Manager

No one is born a manager. Managing a team requires a lot of specific skills. These 6 tips will get you started.

That Way You Become a Better Manager

Natural leadership is a hot topic. The sounding HR term almost suggests that managing a team is child's play. None of it, it turns out. "Few are good managers by nature," emphasizes business manager and senior business coach. " Leadership is a learning process. Everyone can grow in it. "

Be aware of your communication style

A good manager dares to look at himself with an open mind. "Leadership requires sufficient self-awareness," says the business coach. Be aware of your own interaction patterns. The way you communicate has an impact on your team. Try to gain an insight into the strengths and pitfalls of your communication style. Nobody is perfect. For example, a manager may think that his enthusiastic and enthusiastic way of talking has a very motivating effect, while in practice it may overwhelm everyone and bring them to a halt. "

'Realize that your words as a manager weigh much more heavily. It takes courage to dare to be honest, both for employees and managers, but that openness is important. Dare to ask for feedback and adjust your communication style.'

Create an open feedback culture

Leaders who dare to ask for feedback themselves will often also provide feedback in a better way.'Make sure that you're approachable as a manager. A safe atmosphere promotes an open feedback culture: a working climate in which errors and difficulties aren't simply punished or put under the mat, but can be openly discussed. "

And for that feedback you don't have to wait for the annual evaluation interviews.'Saving everything up to those official moments creates too great a burden. During daily meetings at the coffee machine, you can also discuss what you value or would like to do differently. Both formal and informal feedback moments are important. "

Go for diversity

"Research has shown that various teams achieve better results," says the business coach. At first sight, similar teams may seem to match better and work more efficiently, but in the long run the opposite is true.'They bring less creativity and innovation because they think in the same box. Give other views a chance too. "

'Put together various teams, not only in terms of gender, origin and age, but also in terms of personality types. An extroverted leader who attracts more extroverted people will therefore achieve similar results. By also including people with an introvert character in the team, he achieves more, just because there's more thought. Bring complementary characters together and make diversity a strength.'

Don't consider conflicts to be negative

A diverse team may achieve better results, but it also increases the risk of conflict. "Teach yourself and your team members how to look at differences in a productive way. Conflicts don't necessarily have to be problematic. These are difference experiences where often something positive can be obtained. Even a productive conflict can add value because it brings together different opinions. "

Pay as much attention to reason as emotion

How personal can the bond with your employees be? It turns out to be the question that many managers struggle with.'As a manager you should pay attention to the facts, figures and procedures as well as to the human and relational aspect and preferably both equally. I compare it with salt and pepper. You need a bit of both, a good balance is crucial. Focusing too much on the relational, spoils the atmosphere and is detrimental to everyone: employee, manager and the company. Clarity, structure and clear, uniform agreements are essential and bring peace.'

But the reverse is also true. Excel management, where everything is fixed and humanity and warmth are missing, also doesn't achieve the desired result. It's important to make constant adjustments: a delicate balancing act that requires training. "

Give confidence

As manager tightly in charge, it doesn't work.'We call this the self-determination theory: people are more motivated when they feel that they themselves have an impact on their work and gain independence. Do you want people to take initiative? Then don't go over - checking. Looking too much over the shoulder is demotivating. Rather give your employees smart confidence - not blind trust - within a clear framework. "

Share on Facebook Share on Twitter Share on LinkedIn
Back to top

Home | Privacy Policy

Copyright 2011 - 2020 - All Rights Reserved