What great Managers do.

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What the worlds greatest Managers do differently.

The greatest managers in the world do not have
much in common.They are of different sexes,races and ages.They employ vastly different styles and focus on different goals.

But despite their differences, they share one

common thing: They first break all rules of conventional wisdom.They are revolutionaries in thought.

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According to Gallup organization......

Pick the right people....Trust them. Dont over
promote people..reward them well for their work. Never pass the buck... I think this is crazy..but organization insists.. A manager is on stage every day..his people are watching him/her...these are clues that can affect performance..

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What are the four basic roles of a great manager? Select a person, set expectations, motivate the person, develop the person.

But How do great managers play these roles?

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 Select a person ... Based on his experience,

intelligence and determination. Set expectations ... By defining the right steps Motivate the person ... By helping him identify and overcome his weaknesses. Develop the person ... By helping him learn and get promoted.

Right?

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No

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The revolutionary insight common to great managers: People dont change that much. Dont waste time trying to put in what was left out. Try to draw out what was left in. That is hard enough. Then great managers Select for talent ... Not simply experience, intelligence etc. Define the right outcomes ... Not just the right steps. Focus on strength ... Not on weaknesses Find the right fit ... Not simply the next rung on the ladder- These are the FOUR KEYS
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(1)Select for TALENT.

Talent- Striving(Why),Thinking(How),

Relating(whom-relationship). Sales personnel-Best as well as worst sales person feels as if he is selling himself. It is this striving talent of feeling personally invested in the sale that causes him to take rejection personally-fear of rejection. The difference between greatness & failure in sales is that great sales person is not paralysed by this fear.He is blessed with

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 Another talent- the relating talent of

confrontation which enables him to overcome resistance.

Lacking this talent to overcome resistance,bad

sales person simply feels the fear.

The avg sales person feels nothing-he

woodenly follows what he has been taught & hopes for the best.

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(2)Define the right outcomes.

Define the right outcomes & then let each

person find his own route toward those outcomes.

(People are enduringly different & managers

must focus people on the same performance)

The most efficient way to turn someones

talent into performance is to help him find his own path of least resistance toward desired outcomes.
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 ...Why so many managers try to control their

people? - Temptation.....allure of control is too tempting. Some of the great managers look at it this way The hardest thing about being a manager is realising that your people will not do things the way that you would.But,get used to it.Because if you try to force them to, then two things happen.They become resentfulthey dont want to do it.And they become dependent-they cant do it.Neither of these is good in the long haul.
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(3)Focus on strengths.
How to realize each persons potential? -Let them become more of who they already are. Focus on his strengths and manage around his weakness.Dont try to fix weakness.Dont try to perfect each person.Instead do everything you can to cultivate his talents.Help each person become more of who he already is. One of the signs of a great manager is the ability to describe,in detail the unique
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talents of each of his or her people. -What drives each one, how each ones think, how each builds relationships. In a sense, great managers are akin to great novelists.Each of the charactersthey manage is vivid and distinct. And their goal,with every employee, is to help each individual characterplay out his unique role to the fullest. Great managers spend the most time with their best people.
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 How to cultivate excellent performance

consistently? -Casting is everything. Many managers are preoccupied with the persons skill or Knowledge.Fair enough. But if you dont place a persons talent at the top of that list,you will run the risk of mediocre performance.Casting for talent is one of the underwritten secrets to the success of great managers.Say your aggressive, ego driven sales person should take on the territory that requires rapid growth
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And your patient, relationship building sales person should be offered the territory that requires careful nurturing. Every one has talent to be exceptional at some thing.The trick is to find that something.

The trick is in the casting

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 Manage by exception:
Everyone should be treated as an exception. Some want you to leave him alone from almost the first moment they are hired.Others feel slighted if you dont check in with them every day. Treat each one differently,according to his needs-of course each of them should adhere to certain standards of behavior, rules.

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Do great managers play favorites?

Many managers find themselves spending

the most time with their least productive people and the least time with their most productive people. Shrewd? The most effective managers do the opposite.They know that the core of their role is the catalyst role-turning talent into performance. -Investing in your best is...the fairest thing to do.

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 ....the best way to learn & the only way to reach

Excellence.

Average thinking is a barrier to excellence.

Average thinking not only leads managers away from excellence and away from their top performers, but also actively limits performance.

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How to manage around a weakness?

Skill/Knowledge --------Train them. Emotional trigger---------Understanding &

support. Talent ------------Difficult to change. Could be a casting error. POOR PERFORMANCE SHOULD BE CONFRONTED HEAD-ON IF IT IS NOT TO DEGENERATE TO DANGEROUSLY UNPRODUCTIVE SITUATION

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(4)

Find the right fit

Help each person find the right fit- Where

unique combination of strengths - skills, knowledge and TALENTS match the distinct demands of the role. This might mean promotion for one, termination for another, encouraging to grow within the current role or even moving back into the previous role. These are different answers, some of which might be decidedly unpopular . Regardless of what the employee wants, the managers responsibility is to steer
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the employee toward roles where the employee has the greatest chance of success. I.e, one rung doesnt necessarily lead to another. The first fallacy is that each rung on the ladder represents a slightly more complex version of the previous rung. Second, the conventional career path is condemned to create conflict. By limiting prestige to those few rungs high up on the ladders , it tempts every employee, even the most self aware, to try to climb on to VC 26 the next rung.

The challenge is to carve out alternative career paths by conveying meaningful prestige on every role performed at excellence. I.e, create heroes in every role. Make every role, performed at excellence, a respected profession.
Self discovery is the driving, guiding force for a healthy career. This is a long process and this search for a full understanding of your talents and non- talents serves as the source of energy powering your career.
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Great mangers excel at giving feed back. - Their feed back is constant - Each session began with a brief review of past performance. - They made a point in giving feedback in private, one- on -one

They go beyond the conventional performance appraisals.

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