Effective Management: 4 Keys to Improved Performance

Writing for Forbes, business owner and leadership expert Kathy Caprino sites several reasons behind the proliferation of poor management in today’s organizations, including a lack of emotional control and communication skills. If you want to become a more effective manager, focus on the strategies to improve your performance while being aware of the pitfalls. Consider these four keys for improving your management skills.

Accountability Breeds Accomplishment

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According to a 2014 Gallup survey, business owners select the wrong talent for management positions more than 80 percent of the time. Gallup writers Randall Beck and Jim Harter cite several key qualities that make great managers, including the ability to “create a culture of clear accountability,” which is a rare virtue.

In Entrepreneur magazine, Gwen Morgan stresses that managers and leaders must demand the same accountability from themselves that they ask of their employees. An accountability model:

  • Admits mistakes, meets deadlines, and keeps promises.
  • Discusses failures and successes.
  • Explains how he or she plans to improve in the future.

The Duty to Delegate

In the same vein of fostering accountability and cooperation, Inc’s Peter Economy advises managers to delegate both tasks and authority. Instead of micromanaging every project, effective managers:

  • Trust their employees to complete work on time and on budget.
  • Trust their own ability to train, motivate, and inspire their employees.
  • Maximizing productivity and efficiency when delegating because they don’t have to double-check the work their employees have already completed.
  • Provide oversight, but they trust their team to carry out their duties and perform to the best of their abilities.

Delegating authority allows your employees to develop their own leadership skills, which not only benefits the business, but also reflects well on your management strategy.

The Importance of Interaction

Effective managers can create accountability and delegate accurately when they build relationships with their subordinates. When you know each employee’s strengths, weaknesses, and talents, you can assign work based on those qualities and gain higher-quality deliverables. To do this, you must interact with employees daily, according to Bruce Tulgan of the Huffington Post.

Starting with a hands-on approach allows managers to track employees’ progress and give valuable feedback. As the relationship develops, the manager can offer the employee more autonomy but should still check in often to reinforce good behavior and to correct mistakes and poor habits.

Development of Discipline

Knowing how to become an effective manager doesn’t necessarily transform you into a great leader overnight. Even if you understand the value of accountability, interaction, and delegation, you can’t put them into practice unless you teach yourself discipline, according to Time.

Quoting snippets from Harvard Business Review, Time’s Eric Barker advises managers to boost their productivity by focusing on completing projects in the morning, breaking up big projects into smaller parts, and dividing one’s attention between multiple similar tasks at once.

Learning how to become an effective manager takes time, but an organization’s success depends on it. If you develop your skills in the four key areas above, you’ll position yourself to lead your team to greatness.

 

Resources:

http://www.forbes.com/sites/kathycaprino/2014/04/20/why-there-are-so-many-terrible-managers-in-business-today-and-what-to-do-about-it/

http://www.gallup.com/businessjournal/167975/why-great-managers-rare.aspx

http://www.huffingtonpost.com/bruce-tulgan/management-rule_b_4659665.html

http://time.com/2970193/the-top-7-management-tips-from-harvard-business-review/

http://www.entrepreneur.com/article/232140

http://www.inc.com/peter-economy/7-keys-becoming-effective-manager.html