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5/8/2012

Navigating the world of management is tricky. Juggling tasks, meetings, staff, and expectations can often keep one so busy they don’t take the time to reflect on their role as a leader. Studies of the skills the best managers have and what coworkers look for in a manager are surprisingly similar. Check out these four easy ways you can be the best boss.

Build Trust

Employees want to trust their managers will be fair and flexible. Staffs rely on leadership to handle difficult times. Transition is often managed best by those who are emotionally intelligent and don’t lose their temper. Prior to issues building, it’s best if employees are clear on when, where, and how evaluations are performed so that conflicts are easily managed with the least amount of discord.

• Employees want managers who trust them. People do want a boss who will work with them, and trust them to make decisions. Early in their careers, the best managers have sought out personal and professional mentors, and in turn, they seek to mentor their own staff. Encouraging your staff’s personal growth and education lets them know you value them. They believe it is in their best interest for you, as a manager to invest in their potential.

• Insight. Employees want to know where their careers are going and how to get there. Staffs want to work for someone they know to be intelligent with relevant field experience. Rich experience in the field coupled with vision and the ability to create and effectively implement a strategic plan, fosters confidence from your team members. Good leaders have a vision that expands beyond themselves and beyond urgent tasks at hand. Great managers delegate because prior experience and knowledge has taught them how much effort it will take to accomplish an assignment. Delegating to staff indicates a high level of trust in others as well as assurance that they will perform well. Those managers who excel at delegating know their own personal strengths and weaknesses, in addition to knowing those of their staff. Rather than seeing success as a personal accomplishment, managers that people want to work for delegate tasks clearly and share credit for work well done.

• Proficient managers see opportunities and don’t dwell on the negative. They seek out understanding. Developing an understanding of one’s staff occurs when managers engage in clear communication. Through clear, active listening, mangers can better understand the people that comprise their work force and the challenges they may face. Taking the time to develop positive staff relationships, allows managers to keep morale up. Essentially, it is through knowing one’s staff that your own optimism and confidence can motivate staff to stay positive and help everyone to enjoy their work.

 

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