Being a good manager requires a lot more than knowledge and experience, it requires strong people management interpersonal skills. The world of employment today focuses on celebrating and empowering diverse talents. It’s the time of talent and skills recognition and appreciation. Therefore, managers today are expected to expand beyond the horizons of what were previously common practices when it comes to their employees growth and development.
Individualised Learning & Development
As alluded to above Managers today are encouraged to take a more interpersonal and individual approach when it comes to their employees’ learning and development. In addition to standard procedures and policies that most of the companies have for their employees’ learning and development. It is important to approach every individual on the basis of their individual talent, skills and experience. One of the key factors in employee learning and development is the individual’s learning style. Therefore, the outdated approach of setting the same training goals and personal development plans for all employees is limiting and ineffective. There are some standardised training such as appropriate data management and IT practices that we would expect all employees to conduct. However, to get to best out of your team, a manager should consider skill specific training and development.
Be the Manager Who Makes a Difference
Having worked in a company where I started as a part-time assistant and worked my way up to a senior manager in my region. I firmly believe in talent nurturing, mentoring and development. So many talented individuals have raw talent and skills, but sometimes they need polishing and refining. In order to take their abilities to a level where that individual can truly fulfil their potential. As well as succeed for the betterment of themselves and your institution.
The willingness from the manager and the company to invest time and resources according to an individual’s development needs is important. It is the key to encouraging employee retention, loyalty, sense of belonging and motivation. I felt loyal and proud to work for seven years in a company that recognised my talents and encouraged me to pursue learning and development. This helped me grow into the professional I am today. It took one very good Manager who became a true mentor and a role model to help me utilise my skills, knowledge and natural talents in a combination that has become my biggest strength and competitive advantage.
A Good Manager – Is A Mentor
Good Managers often take on the role of a mentor. This helps to build strong rapport and trust between the manager and the employee. A manager who strives to lead by example and takes time to get to know their employees in order to discover their strength and their areas for development which can truly make a difference in one’s career. Sometimes, we just need that one person to believe in us and tell us that we can become someone great and do so much more. Most importantly, someone who is willing to support us and find the best-suited resources for our individual learning and development.
A good mentor shares their knowledge and best practices and is not afraid to help others to develop from their own experiences. A Good Manager can take on this approach while maintaining confidence in their own ability. As well as creating an ethos of supportive development. A Manager as such can develop a member of staff who they themselves can learn from over time. This type of manager’s approach to individual’s development naturally aids a continuous development cycle.
Good Manager’s Approach to Employee’s Development:
The above-noted aspects would be deemed as good practices and may lead to constructive outcomes. However, it is not attainable unless the manager exhibits active listening and emotional intelligence. One should make genuine attempts to pay attention to their team members to better understand their ambitions and skillsets. This would in turn help to clearly identify strengths and areas for development. As well as appropriate development paths/plans that would aid the employee, the manager and the institution.
Furthermore, by getting to understand their team members as individuals in a professional capacity, managers, in turn, can maintain constructive communication and ethos. This, in turn, aids concurrent development, conduct, morale and helps to address any conflict/disagreement more swiftly and amicably should it arise.
Be Open to Feedback and your Own Areas for Development
Most people struggle to respect someone who expects from others what they are not willing to do themselves. If managers would like employees to be honest and open to feedback and development, managers should be too. Managers are also human and thus can make mistakes as well as have their own areas for development. A good Manager and leader are not afraid to acknowledge if they are wrong or something could be improved. They should acknowledge and own any shortcomings.
Good Managers and leaders reflect on these aspects and any feedback received constructively. They see it as a mean to aid their own development as well as enhance individual and organisational conduct. Managers would expect employees to conduct themselves in this manner and thus should be willing to do so themselves. While it can sometimes feel very vulnerable for a position of authority to open themselves up. By doing so constructively and maintaining confidence in your own abilities as well as your own capacity to improve. You can, in turn, better yourself as well as gain further respect from your team as a manager. Many greats in business, sports and various fields often say that ‘feedback is the breakfast of champions’. There is a good reason as to why that has been a well-known expression.
Manager Who Cares
Many can relate to working with a manager who may not show much care for our personal development and just points us in a direction of the company’s training and development guide. However, having worked with a manager who has changed my career I know the importance of a manager who sees their employee’s development as one of their prime responsibilities. Above all, that Manager has taught me to believe in myself and my abilities. What an invaluable difference a manager who cares can make.