Effectively managing managers involves several key strategies that focus on support, clarity, and development, ultimately fostering a more productive and engaged leadership team. It's about enabling them to be great at their jobs, and not just micromanaging their every move.
Here’s a structured approach based on key principles:
Core Principles for Managing Managers
Here’s how to approach managing management effectively:
- Set Clear Expectations: Define roles, responsibilities, and performance goals precisely. This ensures that managers understand what’s expected of them and can focus their efforts accordingly.
- Example: Instead of saying "improve team performance," specify a goal like "Increase sales by 15% within the next quarter."
- Make Time for One-on-Ones: Regularly schedule one-on-one meetings with each manager and encourage them to do the same with their direct reports. These meetings are crucial for communication, addressing concerns, and providing support.
- Practical Insight: These should be open, honest conversations, not just status updates.
- Observe Leadership in Action: Regularly observe managers interacting with their teams. This provides valuable insights into their leadership style and areas for development.
- Solution: You could schedule time to join team meetings or observe them coaching team members.
- Provide Regular, Timely Feedback: Offer constructive and timely feedback on their performance, both positive and areas for improvement. This helps managers grow and develop their skills.
- Practical Insight: Use specific examples to illustrate your points, focusing on behaviors rather than personality.
- Become a Mentor and Coach: Support managers in their professional development by serving as a mentor and coach. This can involve guiding them through challenges, helping them develop new skills, and providing career advice.
- Example: Offer guidance on resolving conflict, improving communication, or managing challenging employees.
- Acknowledge That Not Everyone Is Meant To Be A Manager: Recognize that some employees are better contributors individually, not all want to or should be managers. Respect their career paths and provide them options that suit their strengths.
Key Strategies for Effective Manager Management
Here's a table that summarizes the above principles and provides additional strategies:
| Strategy | Description | Why it's Important |
|---|---|---|
| Clear Expectations | Defining roles, responsibilities, and performance goals precisely. | Ensures managers know what’s expected of them and can focus their efforts. |
| One-on-One Meetings | Regular meetings with managers and their direct reports. | Encourages open communication, addressing concerns, and providing support. |
| Observe Leadership | Observing managers interacting with their teams. | Gives insights into leadership style and areas for development. |
| Timely Feedback | Providing constructive and timely feedback on performance. | Helps managers grow, develop skills, and perform better. |
| Mentorship & Coaching | Supporting managers’ professional development. | Guides them through challenges, develop skills and improves their careers. |
| Career Path Awareness | Recognizing some individuals aren't meant for or don't want management roles. | Ensures career paths align with strengths and avoids misalignment of personnel and roles. |
Conclusion
Managing managers requires a strategic and supportive approach that focuses on clear communication, regular feedback, and ongoing development. By implementing these strategies, organizations can create a culture of effective leadership at all levels.
