How to be an Average Manager
Markus Bodenstein
Director Amaris South Africa | Building Strong Partnerships to Drive Business Growth ??| Lover of All Things Coffee ?? | Mountain Biker ??♂?
So, nobody really wants to be an average manager. In fact, everybody wants or strives to be an exceptional manager. You want to be a manager that motivates, encourages, and that brings out the best in your employees. You want to be a manager that is well respected, approachable and that is relatable.
In a recent discussion, the question came up in the conversation. How can I be an above-average manager, OR even a good manager to my team? It sparked a thought process.
Two months ago, my wife and I attended a parenting seminar that was presented by Dr. Laura Markham (please go visit her site, she is quite exceptional at what she does www.ahaparenting.com/). She illustrated a graph of different parenting styles, and the graph immediately resonated with me. Even though this is a parenting seminar, I am sure some of the principles and ideas overlap with management. YES, I know our team members or employees aren't kids, well at least not all of them, but some of these principles are very applicable. The graph she showed was profound. (I swapped parenting out with management)
This graph can actually be pulled straight into our work environment. So let's break it down
High Support/Low Expectations:
Your team won't deliver the results you are looking for. Even if you provide high levels of support, if your expectations don't match the level of support, your team will never strive to grow or deliver more.
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Low Expectations/Low Support
This is probably the worst management style. No support for your team. The organization won't deliver or achieve its goals.
High Expectations/Low Support
This is the typical authoritarian. Expect everything to be done yesterday already, but provides no support. The result is typical, that your high-performing employees will leave and jump ship to another organization where they feel valued, and receive the needed support. This management style is probably also the main cause for your employees or team members to experience burnout.
High Expectations/High Support
So if you want to be a really good manager of your team/employees, this is the recipe:
Have high expectations, Provide a High Level of Support, but also be intentional with each individual. Meeting them at their level - this is what makes an above-average, I would even go as far as to say a good manager.
I hope this article helps someone to understand the value of this management style, and how NOT to be an average manager, but a great manager to your team.
magazijnmedewerker, verbinder, mantelzorger, out of the box ; ADHD met ADD
1 年Comment for better reach
Director Amaris South Africa | Building Strong Partnerships to Drive Business Growth ??| Lover of All Things Coffee ?? | Mountain Biker ??♂?
1 年Toanne Zeelie I thought it might be a good idea to capture it in writing ??
Managing Director at Dog Collection Net
1 年I totally agree with your Thoughts on Management style.
Chief Financial Officer at Jaber international Group Bd
1 年This is a Fantastic Article.
??Ω Man 1911 | Untapped Podcast Co-Founder ??| 2x 40 Under 40 (SABJ & 9thD OPPF) ?? | ForbesBLK Member | AT&T Dream In Black: Black Future Maker | Social Saturday Squad | 6x President's Volunteer Service Awardee??
1 年Commenting for better reach, but I also want to add my two cents. You can't expect great things if you don't support the effort or person doing the work. When you set unreasonable targets, you really have already shown that you aren't supportive of the employee that you are coaching or mentoring. Sometimes in the support efforts, it is forgotten that the employee is a person not a machine or robot! This is where horrible management habits and what "average" or "medicore" looks like.