Characteristics of an Effective Manager

There are many characteristics of an Effective Manager, and just as there are many different types of managers, each with a unique style, there is not one formula, list, or book that you can go to that will definitively define the role of a manager along with the characteristics of being an effective manager. However, that should not stop us from seeking more information on how to become more effective and how to improve our managerial skills, and with that in mind, I have outlined the characteristics that I feel are important to be an effective manager. I have also included a number of links within each characteristic which reference additional material on each topic.I started with the Role of the Manager, and move onto the characteristics that I feel help shape an effective manager

Role of a Manager:

The role of a manager is different from company to company and position to position. In most cases the manager has a group of employees to direct, in pursuit of organizational based goals. As a manager you have multiple priorities and areas of focus, and depending on the position, the requirements and the industry, the one difference is areas of focus. While managers have to deal with all priorities across multiple areas of focus, many managers focus more on strategy and business matters, while others focus more on process and projects and others focus more on their people and team-building.

You see this focus when you read different thoughts, viewpoints and opinions on managing. In my current role, more of my focus has been on the people and team-building aspects as well as the process and project priorities. That does not mean that I do not focus or work on strategy and business issues, it means that team-building, process and project management had been my focus for a while and has been more of a priority than strategy and business issues.

Here are some other interesting viewpoints on the Role of a Manager .....

• http://www.scottberkun.com/essays/50-advice-for-new-managers-part-1/




• http://www.scottberkun.com/essays/52-advice-for-new-managers-pt2/




• http://www.lifehack.org/articles/management/the-role-of-the-manager.html




• http://www.management-resources.org/universal.php?c=11&a=123




• http://www.managementblog.org/archives/2004/11/20/role-of-the-manager/

6 Characteristics of an Effective Manager:

1) Be a Leader and Lead by Example

Actions speak louder than words. Managers may rule, but leaders are followed. You need to demonstrate that you are a leader by your actions, which will help you to build influence.

Here are some other interesting viewpoints on Leadership and Leading by Example .....

• http://www.allbusiness.com/human-resources/employee-development-leadership/11344-1.html




• http://www.instigatorblog.com/10-essential-business-leadership-skills/2007/04/16/




• http://www.schulersolutions.com/how_to_lead_by_example.html



• http://www.thepracticeofleadership.net/2007/06/13/are-you-demotivating-your-employees/

2) Effective Communications

These days, Effective Communications is a business requirement, and without strong effective communication, management becomes difficult or impossible.

Here are some other viewpoints on Effective Communications ....

• http://en.wikipedia.org/wiki/Communication_management




• http://jobfunctions.bnet.com/whitepaper.aspx?&docid=95378&promo=100511




• http://jobfunctions.bnet.com/whitepaper.aspx?docid=263731




• http://www.thepracticeofleadership.net/category/communication

3) Provide Feedback

Managers need to provide both positive and negative feedback, focusing on actions and behaviors. Always stick to the facts and observed behaviors when delivering feedback.

Here are some other viewpoints on Providing Feedback ...

• http://www.manager-tools.com/2005/07/giving-effective-feedback/




• http://www.susanfee.com/coaching/tips/GivingFeedbacktoSensitiveEmployees.htm




• http://ezinearticles.com/?Without-Effective-Feedback-Employees-Will-Continue-To-Perform-Poorly&id=382015

4) Be Fair

Managers need to be fair when establishing rules and processes.

Here are some other thoughts on Fairness ...

• http://www.hr.umich.edu/greatplaces/fairness.html




• http://www.allbusiness.com/human-resources/employee-development-employee-ethics/2975409-2.html




• http://www.businesspundit.com/50226711/how_to_be_a_good_leader_be_fair.php




• http://www.gameproducer.net/2006/12/15/3-practical-tips-for-better-leadership/

5) Be positive, Negativity Kills

As a manager, you need to be a positive influence. Everyone, especially team members, watch you and take their cues from you, so be honest and positive. Negative comments are a reflection on you and your team, so if you do not have something good to say then do not say anything.

Here are some other thoughts on having a Positive Influence ...

• http://www.thepracticeofleadership.net/2007/06/13/are-you-demotivating-your-employees/




• http://careersavvy.typepad.com/career_savvy/2007/02/positive_influe.html




• http://www.boeing.com/news/frontiers/archive/2003/august/i_ids3.html




• http://www.schulersolutions.com/how_to_lead_by_example.html

6) Promote Teamwork

Teamwork is about working together as a team. Factors the help or hinder teamwork are communication, trust, commitment and change. Managers need to understand these factors within each group, and provide both positive and negative feedback to team members in order to maintain and improve teamwork.

Here are some other viewpoints on Promoting Teamwork ....

• http://www.thepracticeofleadership.net/category/teamwork/




• http://search.bnet.com/search/Leadership+and+teamwork.html?t=0&s=0&o=1




• http://smartlemming.com/blog/index.php/2007/06/23-ways-to-be-happy-at-work-17-share-knowledge/




• http://www.bnet.com/2410-13059_23-64253.html

Comments

[Juuso - Game Producer]

Very nice lengthy & informative post. Thanks for mentioning our site.

[Glenn Mandelkern]

Harry Chambers, an author with books on management and getting promoted has some interesting observations on how people become managers. He also explains that management in many American corporations has permanently defaulted to on-the-job training within the beginning pages of _The Bad Attitude Survival Guide_.
Most definitely this is true when you look at the curriculum of business schools, including the Top 20. Many of them have courses on the financial and business aspects of management, e.g., budgeting, forecasting, etc. However, you'll rarely find any classes that instruct you as a manager on your most important function, the selection, recruiting and interviewing of your most important asset -- your people!
If you study where do managers come from, you'll see why this problem continues to exacerbate today. The best programmer becomes the software development director. The top salesperson becomes the sales manager. The great teacher becomes the school administrator. However, delivering results and getting others to deliver results are 2 completely different skill sets.
Moreover, with mentoring disappearing today, many managers feel they're constantly in sink-or-swim mode. They have nobody to show them the ropes of how to build teams. So they then commit one of the worst sins of hiring, to hire in their own image. They look at how they became a "success" and then look for other people who've followed similar footsteps. Meanwhile, they overlook a vast pool of competent people ready, willing and able to deliver with or without experience. However, when today's managers bemoan they can't find anybody capable because all the good ones are already taken, they say we have "talent shortage," and nobody challenges them on it.
It's time for my fellow employers and managers to get beyond their fear of making a hiring mistake, and show some true leadership, especially because someday somebody will evaluate them, namely current and future employers.

[Keely Sales]

I work in direct sales and marketing, and my manager exemplifies a lot of the qualities you listed. He never gets angry with us, though sometimes I can tell that he wants us to be accomplishing more. Because he is working just as hard, I feel much more inclined to try. He's also really good and discussing ideas and viewpoints with us about how we want to tackle our work. Or, if we have questions, he does a clear job of answering them.