Management skills are something most of us were never taught (at least at a practical level) but learned on the fly and often through trial and error. Here are a few of the most common mistakes managers make at all levels.
Manager Mistake #1: Assuming staff can read your mind. Too many managers assume, hope, their employees know what they are thinking and what the expected outcomes are. They are hesitant to speak directly and specifically, feeling it’s obvious (which it isn’t) or tedious (which it can be in the short-term). The misconception here is staff will resent being told what to do. Most people, regardless of level, want clear direction as long as it is delivered in a respectful manner. Most people also want to please their boss. And most people would prefer not to have the anxiety and wasted energy that goes with trying to figure out exactly what you mean. Top managers are clear, concise, consistent, and approachable. In the best case scenario, goals are discussed, buy-in achieved, and results regularly measured. Hoping your people “just get it,” know what you think is obvious, or will ask you, is shortsighted.
Try this: Get clear on your goals and expected results. Share them with your staff. Show individuals how their role contributes to the success of the team as well as address how they will be an individual contributor. Formalize the specific goals and benchmarks and establish a regular means of measuring progress and adjustments.
Manager Mistake #2: Failing to incorporate career development into goals. Sure people work for the money, prestige, and the sense of belonging but they also must feel they are growing professionally and personally. Too few supervisors incorporate this into goals for their team members. Research shows employees who feel and see their employer investing in them are easier to retain, demonstrate more loyalty, and perform at a higher level.
Try this: Share with your team members your view for their future. These are not promises but expectations and visions. Be clear as to what they need to do and offer how you are willing to contribute to their success. It can take the form of regular one-on-one meetings specifically about their growth, opportunities to speak or write, mentoring by another, or executive coaching.
Manager Mistake #3: Refusing to delegate. We all have worked for the control freak boss, the leader who micromanages everyone and everything. Early in their career, they often succeed, and then they are stuck at a low or middle management level because the way they work can’t work with a staff of ten, fifty, or a thousand. Motivated employees find them stifling and transfer out, leaving only the most passive. Also doing the work of your people is exhausting and mind numbing. The behavior leaves little time to stretch your own knowledge base and network.
Try this: Delegation demands trust and trust can only occur by carefully selecting the right employees, giving them the opportunity to demonstrate abilities and you letting go and giving credit. Delegation is like a new parent or pet owner. First you’re hesitant to leave the treasure with anyone, and then you, hopefully, realize if you are to have a life and get things done, you will have to have some help. You allow someone you’ve vetted to be in charge for a short period of time with oversight and specific directions that then grows in hours, less supervision, and added responsibility. They become more proficient, an alliance develops, and you now have peace of mind and the opportunity to care for yourself.
Whether you are a new or highly experienced manager, it often is a good idea to take a professional inventory. Ask yourself where you are doing well and looking for behaviors or thoughts that could be improved. Look at where you stand in the three mistakes I often see my executive coaching clients struggling — lack of clear communication, failure of career development of staff, and refusal to delegate.
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