How to be a good manager and leader

You often hear the phrase: «This person is a born great leader». But leadership skills are not innate. Like many other skills, leadership can be developed and perfected. This article will be useful to those who are committed to self-improvement and who want to become a great leader and a good manager.

5 Essential Leadership Skills for Managers

Skilled managers need well-developed leadership skills to lead their teams to success. Let’s explore these skills that are essential to understanding how to be a good manager and leader.

Effective Communication

A good manager should hold regular team meetings to openly discuss current projects, problems and ideas. They also maintain an open feedback channel where employees can voice their thoughts and suggestions. This is a hallmark of good management and a crucial aspect of how to be a good manager and leader.

Motivate and Inspire

A good leader conducts individual interviews with employees to determine their goals, ambitions and emotional state. This helps to identify who needs support or additional resources to achieve their goals. For example, they may offer opportunities for professional development or, if the employee has the skills, a promotion.  

Decision-Making

In stressful situations, a good leader should not panic, as this affects their ability to make balanced decisions. A good leader who remains calm and is able to analyze the situation will lead the team to success even in the most difficult circumstances. This is where management skills are crucial.  

Delegate Authority

Delegation is the art of sharing tasks to maximize the potential of each team member and achieve the best results. For example, a marketer decides to launch an email campaign. Instead of doing it all alone, they delegate the tasks to other people:

— The CRM marketer creates a list of recipients and segments the audience.

— The copywriter designs the email structure and writes the copy.

— The designer creates and implements the email layout.

Not only does this save the marketer time and effort, but it also provides a different perspective on the product, leading to more effective results. 

Remember: delegation is not a sign of weakness, but a sign of strength and confidence in your people. If a good manager learns to delegate effectively, they can become a better manager and achieve greater success in their career. This practice is fundamental to learning how to be a good manager and leader.

Conflict Resolution

Conflict inevitably arises in any team, whether it is a small department or a large organization. The ability to resolve conflict effectively is one of the most important leadership skills any good manager should have. A great leader who can manage conflict helps to improve team performance, build trust and reduce staff turnover.  

Steps to Becoming a Better Manager

Management skills are crucial to any manager’s career. If you’re wondering how to become a good manager and leader and move up the career ladder, these five actions could help.

Enhance Your Vision

A person with management skills and a visionary outlook can analyze information, consider trends, draw conclusions and make decisions that will help the company outperform its competitors. For example, if you are a manager in an IT company and your competitor is focusing on developing mobile applications, you might analyze information and conclude that the future lies in virtual reality. Based on your vision, you decide to invest in the development of VR technology, making your company a leader in VR technology.

A visionary outlook offers the chance to see new opportunities, avoid mistakes and create a competitive advantage. 

Develop this valuable quality by studying trends, analyzing data, talking to experts and not being afraid to take risks.

Set the Right Goals

To achieve goals, as a skilled manager, you need to specify them and develop an action plan. This means breaking down a complex task into several steps, tracking the progress of each task and adjusting the direction as necessary. 

The combination of vision and goal setting is a powerful tool for achieving ambitious goals and making the business successful. Vision provides the general direction, while goal setting turns it into a concrete route. Vision defines the «what» and goal setting defines the «how».

I recommend that you use the SMART Goals method, which allows you, as a great manager, to formulate specific and measurable goals, determine the necessary resources and set deadlines for achieving them.

For each goal, you can develop an action plan that includes specific tasks, deadlines, responsible persons and resources. You can track progress on each goal and adjust the action plan as needed.

Take Responsibility for the Team

Accountability is one of the most important qualities of an effective leader. Although this quality can be stressful, it allows an effective leader to build trust with the team. The more responsibility a person is willing to take on, the more authority they will have.

A good leader stands by his decisions, protects his people and keeps his promises. When people see that they can rely on their leader, they begin to trust him or her. Without trust, it is impossible to be a leader. 

If you want to be a real leader:

— Develop a sense of responsibility and management skills.

— Don’t be afraid to make decisions.

— Be prepared to answer for your actions.

— Always keep your word.

— Take care of your team.

Listen First, Then Speak

Management training often includes lessons on listening before speaking. Effective listening takes practice. For employees, the realization that their manager is listening can immediately boost morale. Customers who feel heard are more likely to tell others about the excellent service your company provides.

Imagine a situation where an irritated customer calls to complain about the complicated ordering process on your website. Instead of getting defensive, you listen carefully, ask clarifying questions and work together to find a solution. The customer feels heard and you gain valuable information to improve the site.

Key Attributes of an Effective Manager

I’m going to discuss what I think are the most important qualities.

Optimism. Leadership involves the ability to focus on the positive and help others do the same. Inspiring others begins with optimism. Imagine that your team is facing serious problems. Instead of succumbing to despair, as a better manager you can focus on the positives, support the team and work together to develop an action plan to solve the problem.

Communication and leadership skills. This is a valuable quality for someone who can motivate and unite. You can inspire people by clearly explaining the task, its importance and sharing your vision for the future of the project. You can also unite your team by being open to communication, listening to people and valuing their opinions.

Perseverance. Effective managers do not back down in the face of problems, but look for ways to solve them. They are not afraid of difficulties and are prepared to make every effort to achieve the desired result.

Flexibility. It can be a challenge to abandon a strategy that isn’t working but is familiar, especially if you’ve come a long way. Flexibility is the ability to switch to a backup plan in time and help the team work more efficiently.

Learnability. An effective manager is constantly learning, seeking new knowledge and undergoing management training. They can be compared to a curious cat chasing a laser pointer. This is important because the business world is constantly changing. What was relevant yesterday may not be relevant today. A manager who does not learn risks becoming obsolete and unable to lead his or her team effectively.

The Difference Between Managers and Leaders

A person can be both a manager and a leader, but there are differences between these roles:

How to manage different types of employees effectively?

Every team is a diverse combination of personalities with their own characteristics and strengths. Let’s look at the most common types of employees and how to manage them effectively.

Reliable Performer

The backbone of the team. Methodical and calm, they achieve their goals and always follow through on their commitments. You can rely on them; they won’t let you down. However, their conscientiousness can also be a drawback. Others may take their hard work for granted. Because of their modesty, such employees may go unnoticed by management, who may focus on more «problematic» people.

It’s important to value reliable performers: recognize their contribution to the common cause. Encourage their hard work and don’t forget their career development. After all, they are the backbone of your team, on which the entire work process is based.

Achiever 

An employee you can rely on. They are conscientious in their work and always strive for the best result. They approach new tasks with enthusiasm and solve them with vigor. The main motivation for a high achiever is career progression. They won’t stay with a company for too long if they don’t see prospects for professional development.

But as long as the achiever works for your company, you can be sure that they will do everything in their power to achieve the goals set for them. They are willing to take on a significant amount of responsibility and be accountable for the results

Introvert

This is an employee who prefers to work alone and does not like noisy companies. They may appear reserved and insecure, but this is not always the case. 

In fact, introverts often have unique knowledge and skills that can become valuable assets to the company. They excel at tasks that require attention and concentration. They can make good managers if they are given the opportunity to fulfill their potential.

It’s important not to judge introverts by their appearance or behavior. Give him the opportunity to demonstrate his skills. Create a comfortable working environment where he can feel safe. 

Passive-Aggressive Employee

This is one of the most challenging types in any team. They are difficult to work with because they use various methods to avoid confrontation: ignoring work emails and showing passive resistance to any attempts at interaction. 

Basically, he wants to be left alone. There is a way to approach him: first, earn his respect by showing that you value his opinions and skills and give him a chance to prove himself. Second, communicate calmly and respectfully, avoiding accusations and reproaches. Third, set limits by explaining what you expect of him.

Remember, the passive-aggressive employee doesn’t want to hurt you. He just doesn’t know how to express his feelings in any other way. If you can find common ground with him, he can become a valuable team member.

Why Employee Engagement Should Be a Manager’s Priority

Employee engagement is not just a trend, it is a key success factor for any organization. The best managers who pay attention to employee engagement reap several benefits. Here are the main ones:

Increased productivity. Engaged employees are more motivated and productive. They are willing to put in more effort and work more efficiently. They are more likely to generate new ideas and propose innovative solutions.

Reduced employee turnover. When a manager engages employees, they are less likely to leave the company. They feel part of the team and value their work. This saves the company money on recruiting and training new employees.

Improved customer service. Employees are more loyal to the company and its customers when they are engaged. They are willing to go the extra mile to make customers happy. This leads to better customer service and enhances the company’s reputation.

Create a positive working environment. Engaged employees create a more positive and enjoyable working environment. They are willing to help each other and work as a team. This boosts morale and job satisfaction.

Strengthening the corporate brand. Employees are ambassadors of the corporate brand. They recommend the company to their friends and acquaintances. This helps to improve the company’s image and attract new customers.

Employee engagement is therefore a worthwhile investment for any organization. Managers who want to succeed should make employee engagement a priority. 

Here are some tips on how great managers can increase employee engagement:

— Create an environment of trust and respect.

— Provide employees with opportunities for professional development and growth.

— Recognize and reward employee performance.

— Provide a balance between work and personal life.

— Communicate regularly with employees and listen to their opinions.

Remember that employee engagement is not a one-off event, but an ongoing process. Better managers who are willing to invest time and effort in engaging their employees will be rewarded with loyalty, productivity and creativity.

Conclusion

Learning how to be a good manager and leader is a journey of continuous management training and improvement. In this article, I discussed the key leadership skills required for good management: setting goals, delegating tasks, resolving conflict and developing a visionary outlook. We explored the difference between managers and leaders, strategies for managing different types of employees and keeping them engaged.

An effective leader doesn’t just manage, but inspires and motivates his or her team to achieve common goals.