8 resolutions for a manager

8 resolutions for a manager

New year, fresh start? Now is the time to question your management style with our 8 resolutions for a manager.

1. Realistic goals

There is no point adding more to the pile when workload is already a significant issue for your team.

One of your roles is to manage workflow so that your employees are able to accomplish everything. Their work days should be marked by successes that help them gain confidence and motivation.

So you need to support them to manage priorities and delegate projects, if necessary.

2. Guide instead of lead

The management model has evolved over time. The traditional hierarchy is being challenged in order to steer a team in the right direction.

To be a respected manager, you need to inspire the members of your team. Be a role model and practice what you preach.

Offer support instead of giving orders. Advise instead of dictate.

This is an important distinction to make, because it demonstrates how you trust your team and encourage initiative. Employees who are given the right amount of autonomy will thrive at work.

3. The art of non-conformity

You have to toss conformity out the window to create a truly stimulating work environment (conformity is impossible to achieve anyway).

Embrace your team’s differences. Surround yourself with colleagues from various backgrounds with opposing points of view. Hire atypical candidates.

You will not regret opting for diversity.

4. Understand the motivation

Some want to climb the ladder all the way to the top. Others aspire to have a long, unremarkable professional career.

There is no single reason to explain professional motivations.

As a manager, you therefore have to take the time to analyze what makes each of your employees tick and encourage them to go above and beyond at work.

When you have all the information on hand, adapt your management style to each employee and mobilize them daily.

5. The art of waiting in the wings

A good manager is one who knows when it’s time to back off. They understand when employees need some more space to do what they need to do.

They do not believe micromanagement is effective and prefer to follow a coaching model that nurtures confidence and autonomy.

They know when their presence is required. They are also ready to provide support to the team whenever asked.

6. If it ain’t broke, don’t fix it!

Some managers want to leave their mark. This is why they shuffle the deck and question and review how things are done. So be it!

However, don’t fiddle with things that work well for your team.

Fundamental transformation within a company requires intense energy and the mobilization of your staff.

If you embark on this path, do it for the right reasons and not to satisfy your ego.

7. Talk less, listen more

Listening to employees means showing all the respect and appreciation you have for them.

It is also a way to motivate them, mobilize them, make them feel like they are not just another brick in the wall.

Have you noticed when they ask for advice, what they really need is for you to listen to confirm their solution to the problem is a good option? That is because they often already hold the key.

Pay attention to what they have to say.

8. Pick your battles

There is no point in throwing down the gauntlet every time a challenge crosses your path.

Save your energy and pick only worthy battles. Focus on projects that could have the best impact on the organization.

If you react to every disagreement, you could ruin your reputation and run out of steam like Don Quixote who constantly challenged windmills believing they were giants.

Instead, practice the art of compromise, while expressing yourself tactfully.