Five More Habits for Effective Managers
Before answering staff questions, ask them to suggest a solution to the problem...
if staff are encouraged to offer their suggestions true mentoring/coaching can begin, plus
it's a good way to find new approaches to solving old problems.
Allow staff to make and learn from mistakes, (within reason)... by allowing
mistakes and then coaching to improve performance, 'subordinates' will be more
willing to take responsibility. A common tendency to ridicule or 'hit' those who
make mistakes is a major reason for the failure of many empowerment programs.
Manage the in-tray using the "ABC method", split the in tray into 3 piles
(A, B & C) then assume there is no B... take B pile items and place them in A or C,
then bin the C pile, (or have it filed, if you must). Immediately take at least one
positive step on each task in the "A" pile, respond, instruct, seek
clarification, or delegate.
When delegating agree (rather than set) deadlines, if you don't agree a
deadline you run the risk of getting a, "I haven't had time yet". By
agreeing a deadline the other party has to be up front about their current workload and
will have little or no excuse for not performing the task allotted.
Check progress... confirm progress on tasks delegated to staff or assigned to
colleagues. A good formula is to seek a report at "half time" and in the
Note: Better habits makes for better management and it supposedly takes twenty one days to a month to form a habit... best start now!
Orglearn - Richard Townsend 2008