Management effectiveness is ultimately about developing a strong team capable of delivering company objectives. There are two crucial components of a manager’s job – operational management and people management. In this article Tricia Cunningham outlines the people aspect of the role and what managers need to get right in order to be successful.
Tricia, what is management effectiveness in practice?
A great manager has two fey focuses. There is the technical or operational side of their role and there is the people side of their role. So for a great manager there are two components to the management role, with 4 elements within each component.
On the operational effectiveness side there are four key requirements:
As Marcus Buckingham, prolific writer on best management practices points out, there are four key requirements on the people side that an effective manager needs to get right:
1. Select the right people for their team
2. Set and agree on expectations with the team members
3. Motivate the individual members
4. Develop people for long-term contribution to the organisation
Management effectiveness is about achieving results through optimum use of the resources available, the key resource being the people on the team. If you really want to be a great manager you need to pay attention to both the operational and the people aspects of the role. Our experience of working in the SME sector for nearly 20 years has highlighted the need for management to understand how to manage a team effectively. That’s the most challenging part of the role.
Our Management Effectiveness Programme doesn’t focus on the technical aspects of the role because that is very specific to each organisation, but the issues and challenges around managing people are common across all sectors and all industries. This is the area we zone in on and explore comprehensively with participants – building their confidence and competency in a range of management skills.
Here are 4 Key Questions for Managers in Managing People
1. Do you understand how to select the right talent for your team and for the organisation?
2. Do you know how to set expectations and measure results?
– do you regularly review expectations with feedback sessions with your employees?
– do you know how to measure performance effectively?
– how about annual performance appraisals with your team members?
3. How will you keep your team members motivated so that they want to keep coming in to work and continue to do the very best job they can?
4. Finally, when you have developed a great team, ask yourself how are you going to keep them in the organisation long-term? You need to keep them engaged and that requires further development. Have you a long-term development plan for your team?
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Interview with Des Kirby