- Posted by Vidcruiter
- On September 10, 2012
- 0 Comments
- applicant hiring system, automated recruiting, talent management system, talent recruiting system
How To Manage Your Managers
Organizations are continually asking how to manage their managers and make them not just corporate leaders but exemplary role models. The need for answers is desperate as organizations are finding ways to seize effective leadership modeling as a tool in forwarding organizational goals. Success in business can all boil down to the quality of leaders an organization has. Managers are important “middlemen” between the line and the corporate leadership. The need to manage managers is the key in making sure that the organization is structurally sound. This is also where leadership training takes a serious turn. Managers need to realize that they are not only leading on the “now” but also responsible of raising leaders for tomorrow.
Here are some ways organizations can equip their managers to make them better leaders.
Introduce the concept of empowerment
Managers are often too engrossed with saving their reputation that they fail to be good models, good leaders. This is often the reason why managers micro-manage every facet of their organization. This might be a good idea before but today this simply means stifling potential leaders within the manager’s circle of influence. Managers must understand the concept of empowerment, of putting deserving people a chance to practice leadership concepts on the job. Empowerment is all about delegation and trust. Both of these elements see impartation of skills, knowledge, and attitude as an integral part of managing and leading teams. Empowerment simply means the courage of managers to let their subordinates call the shots sometimes while the manager backing up the results regardless if it succeeds or not. Empowerment understands the importance of learning through failures. Empowerment is a fundamental element in leading by doing. Managers need to put themselves on the line to lead effectively.
Character vs. Personality
Personality development, like skills, can be learned through experience. But leadership is less about personality but more about character. What is the difference between the two? While personality ethics focus on superficial things, character defines a person from the inside-out. Personality is just an ideal public image. Character defines a person both in his private and public life. Too much focus on personality can breed double standards – a damaging trait for managers. Character however spawns principle centered decisions, which makes it more stable, an ideal compass for functioning leaders. Leading by example is an easy concept to understand but very hard to practice in the workplace. That is why character building should be the priority of organizations and not just personality development. Character makes walking the talk easy and natural.
Servant leadership has been around for a long time but many managers do not understand how this concept can help them in leading people better. Servant leadership is simply putting people first. It puts premium on serving subordinates than the other way around. This thinking can change work dynamics and can help managers model better inside their teams. Servant leadership acknowledges the fact that you cannot impart without serving. You simply cannot be a model without having the heart to see people worth of your service.
Making sure you have managers that are in fact leaders start at the very beginning of the employee’s work life; being hired. This shows how hiring right from the beginning is crucial to the success of your business.
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