Exceptional managers have that "special something" that sets them apart from the crowd -- sheer determination to maintain positive habits of success
Do you want to join the ranks of highly effective managers an article written by Kathy Simmons, claims and administration director at Canada Life Assurance Company in Atlanta
1. Increase your self-discipline
If you are like most people, you find it easy to do a bang-up job when you are in high spirits. The real test comes when you are not feeling motivated or particularly energetic. Are these good enough reasons to snap at customers or behave like a nasty martyr at work? No!
As a manager, like it or not, you are a role model. You set the standard when it comes to personal behaviour, so make sure that standard is high. A moment of impulsiveness can tear down years of hard work when it comes to your career and reputation. According to Daniel Goleman, author of Working With Emotional Intelligence (Bantam Doubleday Dell, 2000), self-control reveals itself in the absence of emotional fireworks. The signs of self-control include "being unfazed under stress or handling a hostile person without lashing out in return."
2. Show consistent kindness
Good managers don't throw their weight around or rely on intimidation to get results. Do you? Any job--especially management positions--involves the support and assistance of others. You can't perform effectively as a one-man band. Thus, it is foolish to burn bridges and alienate co-workers.
And, whether you need them or not, treating others poorly will affect your self-esteem. Can you feel good about yourself if you are upsetting or neglecting others? If you don't feel good about yourself, how effective can you be?
One impressive manager, Rita, was aware of the power of this habit. Rita always made it a point to say "good morning" to the clerical staff. Her department was large, but this did not deter her from interacting with everyone. She would arrive at the office early every morning to chat with the file clerks and receptionist. Talk about a feeling of respect! Rita knew that many of these "lower level" employees were the first (and sometimes only) ones with whom a potential customer would interact. The more encouragement and esteem they felt, the more pride they would take in their day-to-day duties. Many of these employees called Rita "the best manager we ever had."
3. Stretch goals
What if the following words came out of an airplane loudspeaker: "Folks, I have good news and bad news. The bad news is we have lost our direction finder and one engine. The good news is we have a tail wind, so wherever we're going we will get there at a rate of 600 miles an hour." The bad news certainly outweighs the good, right? So it is with your career. Without goals that are clear in your mind -- goals to which you are firmly committed -- your career flight plan is tragically flawed. Working at a frenzied pace does not amount to much if you don't have a clear vision of the end result you are striving to achieve.
High-impact managers must take goal setting seriously. Your staff expects it, and studies show that the majority of managers fall short in this area. A recent survey polled 7,800 workers, and more than half of them (58 per cent) believe that management does a poor job setting goals. How can you avoid this? Write your personal goals and work area goals down. Place them in a visible area so that you--and others--can be reminded of them daily. Writing goals down greatly elevates the likelihood they will be met, but only 5 per cent of employees have actually developed this habit.
4. Welcome criticism
Criticism may sting, but you must embrace feedback and not avoid it. After all, how else will you know what to improve upon? Don't fool yourself into thinking other opinions don't matter. In the business world, your credibility and reputation play a key role in how far--and how quickly--you move ahead. Soliciting input from others always leaves you with a clearer view of your blind spots. Becoming defensive and hostile when faced with constructive criticism will insulate you from the truth and greatly limit your potential.
Have you asked your employees what you could be doing better? You might be surprised at how revealing their answers will be. Are you worried that they won't be candid with you? Ask your questions in a non-threatening manner. For example: "I'm always interested in improving my management skills. Can you give me some insight on how I can be more effective?" This tactic is safe, constructive, and much better than bluntly asking, "what am I doing wrong?"
5. Be a solution-finder, not a problem-identifier
It takes no particular talent to find fault, but many behave as though their "gift" must be shared again and again. You may know people at work who constantly nit-pick about company decisions. These professional problem-identifiers generally get stuck mid-way up the career ladder. Choosing to criticise or blame your superiors for their decisions shows great disloyalty and sets a lousy example for your staff. You have a duty to stand behind the powers that be, regardless of whether or not you agree whole-heartedly with their decisions.
Do you have to suffer in silence when you disagree vehemently with something at work? Not at all. You can develop the habit of criticising positively by recommending a more perfect solution.
6. Show boundless enthusiasm
Enthusiasm is contagious, and successful managers realise the effect their attitude has on their mood and productivity. Constantly whining and complaining depletes valuable resources of energy. Can you afford it? The same situation, when presented to positive and negative personalities, will be perceived differently. An optimist looks forward to change and solves tough problems with enthusiasm. Good things seem to routinely come their way!
Employees will absorb your energy if you show a passion for your work. In fact, many will mould themselves after you in terms of their energy level and general optimism. If you refuse to show enthusiasm, don't be surprised when you find yourself leading a lethargic, apathetic team.
7. Embrace those opportunities
Great opportunities are often disguised in work clothes. Do you use weaknesses within the organisation as avenues to show your skill and leadership? Are you like so many other managers, content to sit back and wait for opportunities to appear on a silver platter? You could wait forever. Instead of waiting for "them" to take care of it, get busy, show some initiative, and take a risk. Organisations change when managers seize opportunities with boldness and confidence--and encourage their staff to follow suit.
Developing successful habits isn't easy. Like anything worthwhile, it takes commitment and conviction. If these habits were simple, every single manager would have already put them into practice, and that's just not the case. Are you up to the challenge?
Do you want to join the ranks of highly effective managers an article written by Kathy Simmons, claims and administration director at Canada Life Assurance Company in Atlanta
1. Increase your self-discipline
If you are like most people, you find it easy to do a bang-up job when you are in high spirits. The real test comes when you are not feeling motivated or particularly energetic. Are these good enough reasons to snap at customers or behave like a nasty martyr at work? No!
As a manager, like it or not, you are a role model. You set the standard when it comes to personal behaviour, so make sure that standard is high. A moment of impulsiveness can tear down years of hard work when it comes to your career and reputation. According to Daniel Goleman, author of Working With Emotional Intelligence (Bantam Doubleday Dell, 2000), self-control reveals itself in the absence of emotional fireworks. The signs of self-control include "being unfazed under stress or handling a hostile person without lashing out in return."
2. Show consistent kindness
Good managers don't throw their weight around or rely on intimidation to get results. Do you? Any job--especially management positions--involves the support and assistance of others. You can't perform effectively as a one-man band. Thus, it is foolish to burn bridges and alienate co-workers.
And, whether you need them or not, treating others poorly will affect your self-esteem. Can you feel good about yourself if you are upsetting or neglecting others? If you don't feel good about yourself, how effective can you be?
One impressive manager, Rita, was aware of the power of this habit. Rita always made it a point to say "good morning" to the clerical staff. Her department was large, but this did not deter her from interacting with everyone. She would arrive at the office early every morning to chat with the file clerks and receptionist. Talk about a feeling of respect! Rita knew that many of these "lower level" employees were the first (and sometimes only) ones with whom a potential customer would interact. The more encouragement and esteem they felt, the more pride they would take in their day-to-day duties. Many of these employees called Rita "the best manager we ever had."
3. Stretch goals
What if the following words came out of an airplane loudspeaker: "Folks, I have good news and bad news. The bad news is we have lost our direction finder and one engine. The good news is we have a tail wind, so wherever we're going we will get there at a rate of 600 miles an hour." The bad news certainly outweighs the good, right? So it is with your career. Without goals that are clear in your mind -- goals to which you are firmly committed -- your career flight plan is tragically flawed. Working at a frenzied pace does not amount to much if you don't have a clear vision of the end result you are striving to achieve.
High-impact managers must take goal setting seriously. Your staff expects it, and studies show that the majority of managers fall short in this area. A recent survey polled 7,800 workers, and more than half of them (58 per cent) believe that management does a poor job setting goals. How can you avoid this? Write your personal goals and work area goals down. Place them in a visible area so that you--and others--can be reminded of them daily. Writing goals down greatly elevates the likelihood they will be met, but only 5 per cent of employees have actually developed this habit.
4. Welcome criticism
Criticism may sting, but you must embrace feedback and not avoid it. After all, how else will you know what to improve upon? Don't fool yourself into thinking other opinions don't matter. In the business world, your credibility and reputation play a key role in how far--and how quickly--you move ahead. Soliciting input from others always leaves you with a clearer view of your blind spots. Becoming defensive and hostile when faced with constructive criticism will insulate you from the truth and greatly limit your potential.
Have you asked your employees what you could be doing better? You might be surprised at how revealing their answers will be. Are you worried that they won't be candid with you? Ask your questions in a non-threatening manner. For example: "I'm always interested in improving my management skills. Can you give me some insight on how I can be more effective?" This tactic is safe, constructive, and much better than bluntly asking, "what am I doing wrong?"
5. Be a solution-finder, not a problem-identifier
It takes no particular talent to find fault, but many behave as though their "gift" must be shared again and again. You may know people at work who constantly nit-pick about company decisions. These professional problem-identifiers generally get stuck mid-way up the career ladder. Choosing to criticise or blame your superiors for their decisions shows great disloyalty and sets a lousy example for your staff. You have a duty to stand behind the powers that be, regardless of whether or not you agree whole-heartedly with their decisions.
Do you have to suffer in silence when you disagree vehemently with something at work? Not at all. You can develop the habit of criticising positively by recommending a more perfect solution.
6. Show boundless enthusiasm
Enthusiasm is contagious, and successful managers realise the effect their attitude has on their mood and productivity. Constantly whining and complaining depletes valuable resources of energy. Can you afford it? The same situation, when presented to positive and negative personalities, will be perceived differently. An optimist looks forward to change and solves tough problems with enthusiasm. Good things seem to routinely come their way!
Employees will absorb your energy if you show a passion for your work. In fact, many will mould themselves after you in terms of their energy level and general optimism. If you refuse to show enthusiasm, don't be surprised when you find yourself leading a lethargic, apathetic team.
7. Embrace those opportunities
Great opportunities are often disguised in work clothes. Do you use weaknesses within the organisation as avenues to show your skill and leadership? Are you like so many other managers, content to sit back and wait for opportunities to appear on a silver platter? You could wait forever. Instead of waiting for "them" to take care of it, get busy, show some initiative, and take a risk. Organisations change when managers seize opportunities with boldness and confidence--and encourage their staff to follow suit.
Developing successful habits isn't easy. Like anything worthwhile, it takes commitment and conviction. If these habits were simple, every single manager would have already put them into practice, and that's just not the case. Are you up to the challenge?
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