4 Habits of Effective Managers

by Susan Paige on January 31, 2018 · 0 comments

Being a manager can be tough. They are not only responsible for their own actions, but also for the actions of their team as well. And when there’s a crisis, managers are usually the ones who are called upon to resolve them.

Now, even though some of managers may have once been excellent employees, being a productive worker is different from being an effective leader. The habits of model employees may not work in a managerial role. So to guide new leaders and to refresh the veterans, here are some habits that effective managers need to have.

They Are the First to Try New Things.

“Lead by example” as the old adage goes. Managers are at the top position of a company, and as such, they need to lead their staff through whatever changes and challenges the company faces.

For example, given that cannabis has been controversial in America these last few years, companies may be required to have their staff undergo tests for marijuana. Not all of employees may be eager to do it, but if a manager confidently volunteers to try it first, the rest of the company will be more likely to conform to the requirement.

They Know How to Prioritize Tasks.

Management is not an easy job. Every day, managers are under constant barrage of issues and e-mails escalated from the company’s rank and file and from external third parties as well. That’s why some managers like to employ secretaries to help with the menial tasks.

However, truly effective managers know that in order to get through every problem safely, they have to focus on the important tasks first. They make it a habit to prioritize responsibilities based on their importance. One way they can do that is by organizing their time and scheduling a timeframe dedicated to a specific task.

They Delegate Tasks to Their Team.

Another way that managers can handle the grind of daily operations is by assigning tasks to every member of their team. Sometimes, they can rotate each member’s roles in order to be fair.

But once the tasks are out of their hands, a good manager should never try to barge in their subordinates’ progress and meticulously go through every step and detail. The manager’s job in that scenario is to oversee and guide, to advise and help, to trust in the abilities of their team, and never to micromanage. Micromanagement belittles and burns out managers in the long run, no matter how meticulous they are.

They Nurture Growth in the Company.

Achieving goals and increasing profit aren’t the only ways to make a business grow. Having more leaders may lead to fresh ideas and innovation that the company can benefit from. However, external hiring of new managers can be risky. A better alternative would be to promote leaders from the current workforce.

Everyone has a bit of leadership potential in them, even if it may not seem obvious at first glance. It’s up to managers to uncover and develop that hidden talent. This is why managers need to have a habit of mentoring the people they’re working with, because someday, their subordinates may become their peers. And when that day comes, they want their peers to be effective leaders as well.

The Bottom Line

Most habits associated with good leadership involve working with people. Because that’s essentially what managers do: they work with people. So aside from the four habits listed here, managers can also benefit from understanding how their staff work and from just generally knowing how they, themselves, work with their own people. At the end of the day, managers and subordinates are all in it together.


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