Be a Better Manager

We have all worked for bad managers and told ourselves that we’d never be such a bad boss; some readers may even have left companies due to terrible management. On the other hand, we have maybe all tried to emulate those great managers that we’ve come across. This short post tries to distill out a number of tangible aspects of good management so that we can all be more effective in our jobs.

Get your style right and balance it

Say the advice you were given before you attended your first ever job interview was to simply be yourself. Being a good manger is nearly the same: basically be aware of yourself and be yourself. This is quite simply saying be aware of what style of management is naturally you and then balance it with the people you employ, methods you use and tasks you set.

There are basically only a few styles of management and most managers create their own style by blending a few: developmental managers are those who mentor coach and bring employees on a journey; delegational managers, those who give employees autonomy and loose direction to achieve tasks; and lastly directional managers, those who rely on issuing tight direction and monitoring its implementation. Decide what your natural style is, consider how appropriate it is to the tasks you’re attempting and then balance it with the factors already mentioned.

Persuasion is key

Most successful mangers have given few orders in their careers. They’ve been successful because the people that worked for and with them were convinced that what they were doing was going to benefit them, their company and in certain circumstances was the right thing to do.

The art of persuasion is to listen, understand the person you’re trying to persuade and then decide what the appropriate method of convincing them is likely to be. Convince them that they thought of the idea which will in turn make them a stakeholder in its success.

Accountability and responsibility

Sometimes people surprise everybody when they are given responsibility and they then perform to exceptional levels. What will not be a surprise is when someone who is not allowed to take any role in decision making that they will not show much initiative in its execution. Here is where an understanding of accountability comes in to play. If you can retain accountability but delegate certain responsibilities, employees will be able to grow to expand this role. Involving them in decision making will produce similar ownership of issues that will lead to better performance.

Philadelphia Limousine Service is proud of its relationships with our great managers. Operating in Philadelphia, New Jersey, Delaware and New York  we have the capability, resources and team to support  any event possible . We understand that every customer is unique and aim to fulfill your individual requirements. We hope that this post has in some small proved useful and would love to be your next travel partner, call our team today.