Andrea Della Corte | Highly Effective Managers

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Highly Effective Managers

On June 22, 2019 in peopleware 1 minutes read

Table of Contents

8 Habits

  1. Be a good coach
    • Provide specific, constructive feedback, balancing negative and positive
    • Have regular one-on-ones, presenting solutions to problems tailored to the employee’s strengths
  2. Empower your team and don’t micro-manage
    • Balance giving freedom to your employees while still being available for advice
    • Make “stretch” assignments to help them tackle big problems
  3. Express interest in employees’ success and well-being
    • Get to know your employees as people, with lives outside of work\
    • Make new folks feel welcome, help ease the transition
  4. Be productive and results-oriented
    • Focus on what you want the team to achieve and how employees can help achieve it
    • Help the team prioritize work, and make decisions to remove roadblocks
  5. Be a good communicator and listen to your team
    • Communication is two-way: Both listen and share\
    • Hold all-hands meetings and be specific about the team’s goals\
    • Encourage open dialogue and listen to the questions and concerns of your employees
  6. Help your employees with career development
  7. Have a clear vision and strategy for the team
    • Even amid turmoil, keep the team focused on goals and strategy
    • Involve the team in setting and evolving the team’s vision, goals, and progress
  8. Have key technical skills, so you can help advise the team
    • Roll up sleeves and work side-by-side with team, when needed
    • Understand the specific challenges of the work

3 Pitfalls

  1. Have trouble making transition to team leader
    • Fantastic individual performers are often promoted to manager without the necessary skills to lead
    • People hired from outside often don’t understand the specific ways of the company
  2. Lack a consistent approach to performance management and career development
    • Doesn’t help employees understand what company wants
    • Doesn’t coach employees on how they can develop and stretch
    • Not proactive: Waits for the employees to come to them
  3. Spend too little time on managing and communicating

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