How Great Managers Lead
instinctively know that boosting employee engagement leads to reduced
turnover and more loyal customers. So why are some managers more effective
at eliciting greater engagement levels than others?
The truly great managers achieve superior engagement levels by rejecting
conventional management practices in four core areas of managing people:
selection, setting expectations, motivation, and development.
Most managers select employees according to the skills needed for
the role, but great managers select people for their hidden talent.
Employees may have similar skills and training yet they will always
have varying levels of performance.
Great managers resist the temptation to simply hire people whose skills
are a good match for how a job is already configured; instead, they
seek those whose talent will help redefine how the job could be done
Conventional wisdom says managers should specify the steps that employees
need to take to accomplish a specific task or goal. But great managers
define the outcomes and goals they seek and let each person use her
individual talents to achieve them.
Conventional wisdom says that "improving performance starts with
fixing a person's weaknesses.” This approach leads to reviews and development
plans that focus on negatives - where the emphasis is on "improving" a
person into someone he is not.
In contrast, great managers emphasize the development of their subordinates'
unique strengths so as to help further their talent, while finding
strategies to support their weaknesses. The key here is determining
how to take greater advantage of what people already do well.
Conventional managers rate the person and develop the performance;
great managers rate the performance and develop the person - they
realize that every person is different and should be treated as such.
Most companies view promotion as the natural path of progression and
gear training and development accordingly. But is that the right course
to take? Consider the fact that just because a person is successful
in one role is not always an indication of success in another.
Great managers seek the right fit for a person's talent, they work
to see that he is rewarded for his performance, and they endeavor to
ensure that his talent is developed through progressively more challenging
and meaningful assignments.
Encouraging your managers to think outside the box when recruiting,
setting expectations, motivating, and developing their employees
will pay handsome dividends with reduced turnover and improved customer
This article has been sponsored by: Insights For Performance
Taken from website: http://www.insightsforperformance.com/resources.html