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Competencies to become good managers! ( Part II ) - 29-Jan-2021
This article will delve deep about the skills.
1. Supervising Others: Managing others can be a challenge for the new supervisor who has not had management experience. For instance, when an employee is promoted to supervisor and then is put in the position to manage those who were peers, they must learn how to make that sometimes difficult transition. Learning how to navigate this sensitive situation only can help the new supervisor be successful.
2. Conflict Resolution: Conflict in the workplace is an inevitable reality. It is important to manage this conflict because unresolved conflict can affect relationships between people and groups of people. Leaders should be able to manage conflict and create win-win situations for those involved. This can be done by identifying the source of conflict and working with both parties to negotiate and collaborate to resolve issues.
3. Emotional Intelligence: Emotional intelligence is defined as the capacity to be aware of, control, and express ones emotions, and to handle interpersonal relationships judiciously and empathetically. Emotional intelligence (EI) is a skill that can be learned and is a mark of professional maturity. It can take years to develop and a lifetime to master. It is an important leadership competency that every manager and supervisor needs to perfect.
4. Communication Skills: Managers need to have good written and verbal communication skills to effectively manage employees. Additionally, there needs to be a structured communication process to filter information throughout the organization.
5. Manage Performance: To effectively manage employees, managers need to understand the basics of managing performance. To do this successfully, managers need to do the following:
Set clear expectations for job assignments.
Write and monitor employee goals.
Hold employees accountable for job responsibilities and achieving goals.
Reward employees for doing a good job.
Mentor, coach and discipline employees when necessary.
Create a system to manage performance and be consistent with its administration.
6. Interviewing Skills: Having the ability to identify the right person for open positions helps to ensure the organization secures the best talent for the job. Leaders and managers need to have basic interviewing skills. This includes:
Being prepared for interviews.
Becoming familiar with the job that the candidate is interviewing for.
Reviewing job candidate resumes and job applications.
Identifying the best questions to ask in the interview.
The secret is preparation.
7. Team Building: Leaders need to be able to build strong teams that have a shared goal and to rally around the mission and vision of the organization. This
necessitates managers to develop basic team leader skills that help them develop teams, minimize team conflict, and manage team dynamics.
8. Delegation of jobs & responsibilities: Delegating helps develop employees by gradually increasing job responsibilities and accountability. And, effective delegation is the result of forethought and strategy. Successful delegation is knowing the people you work with and is an innate understanding of what others can do if given the chance.
9. Open for new changes: Organizations are being forced to make dramatic improvements to products and services, to not only compete, but to survive in todays economy. Progressive organizations understand that change is constant and that in order to move forward, there needs to be a continuous process of improving what, and how, work is done. Consequently, leaders need to be agents of change and lead continual change initiatives.
10. Skills to coach: Learning to be a good coach can be one of the most rewarding aspects of managing others. Inexperienced employees need to coached and can benefit from a manager who takes the time to share their experience, lessons learned, and tacit knowledge. An effective coach will help others learn to build on their strengths and improve weaknesses which is an important aspect of professional development.
11. Problem Solving: Managing people and processes requires problem solving skills. Problems come in all shapes and sizes. A good manager will have to learn to solve problems with employees, work processes, or related to product or service quality. Managers must be able to identify problems, understand basic problem solving techniques and facilitate a process to solve problems and resolve issues within the work environment.
12. Motivating Others: Since we are all motivated differently, leaders need to understand what inspires and motivates their employees. Develop a motivation strategy. There are many different motivation models that can be incorporated into a managers strategy for motivating employees. Find the model that works with your culture and create a strategy and plan to keep employees motivated. The trick is to identify what motivates employees and develop systems and processes that support those motivators.
