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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?
Tricia Cunningham, senior partner at LEAP.
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Interview with Des Kirby
LEAP would like to say many congratulations to the NUIG staff who recently completed LEAP’s Management Development Programme. Upon completion of the programme participants received their Level 6 QQI Component Certificate in Managing People. We wish all of you continued success in your careers.
Pictured: NUIG staff with their QQI Level 6 Certificate in Managing People
Front Row: Nuala McGuinn, Tricia Cunningham (LEAP programme facilitator), Orla O’Donovan, Sylvia McDonagh
Back Row: Ronan Kennedy, Kevin Hynes
Every team member needs to ensure that they maximize their contribution to the company. Companies require a fully engaged team to deliver consistently high levels of performance. To support team members in raising their game LEAP’s programmes, built around core people performance areas, will enable individuals to increase their contribution by applying proven practical approaches with immediate impact on the organisation.