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Management styles (Key qualities for a successful manager (Ability to…
Management styles
Difference between manager and leader
Manager manages tasks, while leader leads people
Management refers to administering tasks and ensuring that day-to-day occurrences are going according to plan.
In leadership, one tries to get the people in a group or an organization to understand an overall vision, and inspire them to join forces and work together towards the accomplishment of the vision so as to meet the defined targets and goals
A manager focuses on systems and structures, while a leader focuses on people
A manager administers, while a leader innovates
A manager relies on control, while a leader inspires trust
A manager administers, while a leader innovates
A manager generally looks at things in the short term, while a leader thinks long term
The most important leadership skills
Communication:
active listening, articulating, clarity, explaining, verbal and nonverbal communication, public speaking, body language, written communication
Motivation:
employee autonomy, assessing the interests of staff, open to people's concerns, persuasive, challenging work, rewards, effective goals, team-building, thanking the staff
Delegating:
accepting feedback, allowing resources, assessing strengths and weaknesses, defining expectations, evaluating performance, teamwork, time management
Positivity:
caring, conflict management, developing rapport, diplomacy, encouraging, empathetic, friendliness, helping others, humor, interpersonal, respect
Trustworthiness:
ability to apologize, business ethics, confidentiality, conscientious, consistent behavior towards people, credibility, emotional intelligence, empathy, honesty, moral compass, reliability
Creativity:
analytical, critical thinking, foresight, Imaginative, identifying patterns, listening to others ideas, observation, open-minded
Feedback:
respectful, mentoring and coaching, provide specific advice, following up, building confidence in people, open to feedbacks
Responsibility:
acknowledging mistakes, forecasting, project planning, transparency, resolving problems
Commitment:
determination, passion, keeping promises, prioritization, professionalism
Key qualities for a successful manager
Ability to manage in an increasingly competitive, volatile, changing business environment
Manager has to manage with an increasing rate of technical challenge
Leadership
: need to be able to lead your employees in an efficient manner and being able to lead a team is required.
Experience:
A great way to gain experience in a management role is to volunteer, either within your field or with a nonprofit
Communication:
communicate with your team, listening and working with people to produce results within their position
Knowledge:
a bachelor’s degree in business or a master’s degree in leadership or project management, a certificate in project management, entrepreneurship or human resource management
Organization:
online resources, personal planner or download an app on your phone that can remind you of meetings and tasks
Time management:
prioritizing your day, making sure you have time to communicate with your employees, and accomplishing goals throughout the week
Reliability:
being available for your employees, getting things done that you said you would, and supporting your team however needed
Delegation:
don’t be afraid to ask your employees to help complete a task
Confidence:
confident in your abilities, experience, and decisions, be an inspiration to your team.
Respect for Employees:
be cognizant of their time and abilities, be able to listen and communicate with them, and be a resource of knowledge and guidance.
Typical mistakes managers make
Micromanaging:
dominating people, decisions, and processes, lead by fear, and lack vision
Leading from a position of power or ego:
as it has always been, hubris is the cause of much conflict and grief
Not listening:
The lack of active and respectful listening and two-way communication is a clear shortcoming
Not valuing followers:
leaders dismissing the value of their people, don't care
Failing to grow themselves as leaders:
leaders, at whatever level, may have self-entitlement issues about growing and developing themselves
Lacking boundaries:
leaders forget to recognize professional boundaries, start trying to "buddy up" with subordinates
Not providing or receiving feedback
Not sharing leadership:
sharing leadership and empowering your tribe to make their own decisions
Management styles
1) Participative:
manager is inclined to have a willingness to listen to everyone, recognizing everyone's ideas. They ask the employees what they would like to do, and opens the floor for voting. Encourages employee participation in decision-making, motivates by recognizing team effort and rewarding the employees for it
2) Theory X and Y:
people are lazy and managers have to force or coerce them to work (contrail, directed, threatened or punished). Z
Y- people behave effectively if treated differently (higher-order needs to dominate individuals
3) Theory Z:
US+Japan - long-term employment, less specialized career paths, informal control, group decision making, increasing productivity by placing more emphasis on group decision-making and teams
4) Total quality:
integrates all functions of a business to achieve a high-quality product (customer satisfaction, quality of the product, responsible employees, teamwork)
5) Walking around:
for managers who are proactive listeners, the challenging situation doesn't turn into a bigger problem. listening, suggestions and concerns will help evade potential crisis
6) By objectives:
employee actively participate in setting goals that are tangible, verifiable and measurable (setting goals, decision making, implementing plans and performance feedback)
7) Employee empowerment:
managers in the role of coach, advisor, sponsor, facilitator. delegating decision-making authority, people are more responsive to their job and involved that creates a deeper sense of satisfaction and motivation
8) Self-managed work teams:
10-15 people have decision-making authority (spend money, whom to hire, what projects to undertake)
9) Directive:
"do I say" approach, close eye on the employees and their every move, motivates by delivering threats, places a high value on discipline, giving punishments
10) Authoritative:
sets the vision of the company, makes it clear to the employees, and provides clear direction towards achieving that vision, motivates subordinates by using persuasion and providing feedback, high level of credibility
11) The pacesetting:
prefers to personally do many things himself, expects the employees to be able to pick up where they left off, motivates by setting high standards of excellence