Everywhere you look there are managers and there are employees. Yet, a lot of managers out there are not managers at all. And some employees are actually extraordinary managers. What am I talking about? I’m talking about True Managers – those remarkable people who work to manage themselves.
A true manager is a self-manager: A true manager understands the most difficult employee to train is herself and she spends a lifetime working at it.
A true manager has a personal value system. Rather than judge other people’s values and choices, a true manager spends time determining what his values are and how he can better live by them.
A true manager evaluates herself. Instead of thinking she knows what others are thinking, a true manager understands it is her job to evaluate her motives because she wants her motives to be in line with her personal values.
A true manager manages his thinking. I believe this is the greatest strength of every true manager. No one is exempt from disappointment, failure, or pain. A true manager does not allow his emotions to navigate his thought processes. Instead, he sees resentment and sour grapes for the waste of time they are and chooses to think about ways he can build relationships and enhance productivity.
A true manager manages her words and actions. She knows every one of her words and actions come from her and no one else. She knows better than to blame anyone for anything she says or does.
A true manager apologizes when he slips up. Out of compassion for himself and the person he hurt, a true manager always steps up, apologizes, and makes amends when possible. A true manager knows he will have to do this every now and then because he is only human.
A true manager is transparent. He is the same person at home, at work, and at play. He is comfortable with himself and doesn’t need to wear a mask.
A true manager is a lifelong learner: A true managers has the humilty to know her most valuable resource is those people around her. A true manager never puts herself on a pedestal, but instead opens her eyes, ears, and her heart so she may better understand and serve those people around her.
A true manager knows he cannot control others. He may make requests but he knows deep down inside he has absolutely no control over another person’s decisions. Instead, a true manager works hard to control himself.
If you enjoyed this post, make sure you subscribe to my RSS feed!
That’s a great checklist not only for those of us who do manage but for those of us who recruit managers as well.
[...] You can stop the “I did it alone” tragedy Sit down and make a list of those people who contributed to where you are today. Think about your childhood, your school years, your family circumstances. What were you given? What favors were done for you? Take a good look at your business and think about every customer you serve. Think about those people who take the time to spread the word about your business and introduce you to new customers. As you create your list you will experience an enlightened mindset that looks something like this: [...]
[...] this day forward every local networking event I attend will be missing someone. This is because Debbie Howe won’t be there. An avid networker and all around loving person, Debbie knew how to make the [...]
Very good analysis of the things that make a manager good.
I’ve definitely been exposed to many who didn’t match any of these criteria, luckily I’ve also worked with some who did and it’s those I aspire to channel.
One more and you can write the 10 Commandments for being a Manager – would make a great book!
Laine D.
http://www.ThoughtsfromABroad.net
Thanks for taking the time to read and comment on this post Laine.
[...] Manage your team. Price your services for the region you’re in. For example, your business may be located in Lancaster and your client in Philadelphia. Charge your client the standard rate typical for Philadelphia. Set written expectations and manage priorities. Establish how often team members will report progress to one another and the team leader. Every team member (including the client) should know his/her defined role. Have a method in place so each team member can track and report work. Share progress and results with your client throughout the life of the project (Powerpoint presentations are a proven, understandable way to do this.) Use contracts and non-compete agreements and expect everyone to manage their time and show results. When collaborating with seasoned professionals, team management is not painful because each person is accustomed to holding himself accountable and takes pride in a job well done. [...]