Beliefs Surrounding Management
Management and leadership are very distinct skills. Yet in most cases, we anticipate corporate managers to win us with their detail-focused approach to administration and then abruptly transform into visionary frontrunners the moment they do not get promotions. In my experience, a leader is someone who sees prospect and puts transformation in motion(Green and Butkus, 2011). Managers are people who follow the leaders and see the way of structuring things to generate value for their companies. I have established the most effective leaders are not really the best managers.
It is a myth that leaders and managers are similar. While not all leaders might be managers, all managers need to be leaders. Managers that lack effective traits of leadership would drive businesses into the ground quickly than you are able to count 1 to 10. Moving from managers to leaders cannot happen overnight(Hamel, 2007). It takes energy and time to improve how you utilize and manage more leadership traits on an everyday basis.
Personally, based on my own experience, I believe most managers are effective in their duties of corporate management. This is because they allow the employees to contribute in the process of decision-making. As such, they transform what would have been a command into something that is friendly and easily swallowed by the employees(Green and Butkus, 2011). Such kind of approach also inspires creativity, autonomy, and motivation in their staff.
One thing I noticed, which managers should consider changing is the way they handle their employees’ mistakes: they are always good at criticizing the mistakes. Pointing out the mistakes of their employees directly would just leave the workers feeling frustrated and embarrassed. Effective managers should give their workers the opportunity of learning and growing, enabling them to deal with their faults themselves.
For instance, say a scheme was delivered to a customer and the manager receives a resentful message in return. The manager should calmly ask his or her employees regarding the concern of the client and whether they believe, what was offered was fit. This would give the employees an opportunity of providing input and understanding what needs improvement in the future (Hamel, 2007).
There is a very big conflict in what most managers say and what they do. While they claim to foster effective management for high levels of organizational productivity, most managers just do things that would favor them, in the end. Poor managers are usually at the top of taking credit for positive praises; efficient managers know the relevance of putting credits to their group for the great wins.
In general, most managers understand the importance of leading by example, for better overall outcomes. I believe that management must not be through force, but instead through influence and charisma (Green andButkus, 2011). That is exactly what I would do to improve the management skills, and take the management efforts to another level. In conclusion, effective managers should start enhancing their style of management through incorporating more leadership skills into it.