Some of the factors that I have come across with being a manager is that you have to get to know your team and they need to get to know you. Not necessarily on a personal level but they need to know what you managerial style is and what your goals and expectations are for the team and the company. You also will need to know each of their abilities and how to foster those abilities to get the performance that you are looking for. I like to look at resumes when I take over a team. This allows me to learn what their background is and where their special skills are at. I then like to have a one on one with them and find out what their goals and ambitions are for their career path. I will also let them know where I stand and what my goals and ambitions are as well. I feel by having a one on one, it sets the tone that they can come to me for anything later on down the line.
I think that with any career that you do, the best way to supervise your team is by know what you are talking about. I ran a medical clinic for 10+years. During this time, I alway showed my troops exactly what they needed to do because I have done first. I am not afraid to jump in with them. This let them know that if they had any problems they knew we as a team could solve it. It was also afermating to them that when I stated I trusted their judgment everone knew that it was a sound plan. This alowed me to back off and let them take the lead.
Ralph,
I agree that the aspect of compassion is a key skill. What we want to make sure as leaders/managers is that we accomplish the job as well as treating everyone as people.
Ryan Meers, Ph.D.
I believe leading by example is one of the most important skill a good manager can bring to us office there are many things that he/she will must encompass to be a great manager.
Teamwork is another key element to the success of the your team.
Compassion is a key element a good manager should should have at times we need to listen to our personnel and assist them to improve or to advise.
I also believe gratitude is excellent way to motivate your team to continue to improve and for your team to take initiative in the absence directions.
The bottom line is that at times we are not going to make all of our members happy with our decisions but as long as we're doing the right thing for the right reasons we will become the leaders and examples for all to follow.
CARIDAD ,
yes, the vision casting & then the shared aspects of the goals you mentioned are a great way to get everyone on board.
Ryan Meers, Ph.D.
You should 1.Devise or set a goal 2. Discuss the goal amongst your employees.(Get them to see the same vision you see.) and 3. Get your employees to contribute to the goal or give ideas based on the goal. (This helps employees feel as if they are important and crucial to this goal being achieved.) 4. Based on the feedback given, devise a plan to help each employee be motivated in achieving the goal.
Barbara,
and I've found a key part of this is being willing to listen to those ideas when they are offered.
Ryan Meers, Ph.D.
I totally agree with this. It is very important to lead by example and encourage everyone to participate in bringing their ideas to the table.
German,
you are right as ultimately I am the one accountable for the details.
Ryan Meers, Ph.D.
I find that being aware of the details can make a difference in succeding and failing. I have always tried to look at all stakeholders point of view, so that my solutions can be comprehensive. Being aware and realistic of the environment, is crucial for success.
Paul,
and the support really can come in so many ways & we need to be aware of how to encourage them.
Ryan Meers, Ph.D.
Showing support to faculty and staff on all projects. Try to simulate those mentors before you and work closely with them and staff.
kathy,
this is a great point & too often we associate compassion with being a push-over. This is not true, but rather shows our concern.
Ryan Meers, Ph.D.
Hope,
and as you point out, the key is to truly know your staff so you can properly delegate.
Ryan Meers, Ph.D.
i believe that one of the most important supervisory skills is simply compassion. People want to feel cared about, no matter what role they have in the company. I show that if even something as simple as the garbage needing to be emptied, needs doing, that I do it. i am not above any job, and I am at an executive level. If I ask someone else to do something, I should be able to do that as well. My attitude is contagious, more contagious than anyone else. I must have a positive attitude at all times.
I believe that knowing your staff and delegating tasks based on their individual strengths and weaknesses is a valuable skills for an manager.
jeff,
I think this is a great addition. We all want to feel respected & valued & we need to pass this on to our team members.
Ryan Meers, Ph.D.
I agree with the majority of responses and would add one other that may, at first blush, sound a bit corny. It is "treating people the way that you would like/expect to be treated." I have found this to be a successful (and guiding) principle in getting buy in from my team(s).
L.,
sounds like it. I applaud the decision to now go & visit to build the trust & relationships since the other visits were during such stressful times.
Ryan Meers, Ph.D.
Yes, I have. I have been to the locations on several visits. The first was to roll out a new student data management system. This had been a three year goal which had not been achieved. I was tasked with completing it in 30 days. This was very stressful for the staff.
My next visit was an internal audit to prepare for our annual SFA compliance audit. I was not received well for this visit, either. The next round was during the actual independent SFA compliance audit, so this was very stressful for the staff, too.
I am now returning to each campus for a solid two weeks to work with them on areas of concern and to built trust and the relationships.
It has been very difficult to say the least.
