We hear lots of conversation about teams’ views of their manager. It’s a popular break-out conversation. A common theme centres on a desire for mangers to be, well, just a bit more admirable, to be a more obvious role model, to have a bit more about them. If you’re that manager being talked about, we have provided a 14 point guide to improving your credibility. All these points are answers to common complaints raised by unimpressed team members:
- Deliver the required quality of output in your own work.
- Complete that work to the timetable you originally set.
- Work on really understanding your people, without over-identifying with their problems or issues.
- Position your personal style around being effective in delivering objectives, don’t work on being liked or feared.
- Lead by example; it’s not your job to do their job for them, but it is your job to get stuck in when and where required.
- Demonstrate your commitment to, and belief in, your team to others.
- Be a human being; you are not infallible, don’t be too intense.
- Deal with team conflict, never ignore undermining behaviour.
- Be a coach to your team; constantly look for ways to improve their performance.
- Set and maintain high standards, both in performance and behavioural terms.
- Deliver a cast-iron commitment to confidentiality; your total discretion is guaranteed.
- Manage up effectively; teams like to see their manager surfing company politics and pressures, rather than being drowned by them.
- Don’t over burden your team with your concerns; don’t pass the full heat of that meeting you’ve just attended onto them.
- Appropriately socialise with your team, but it’s not your job be the life and soul of any party, you are still their manager. Never get drunk with your team.
