Managing People is really about taking advantage of their God given talents to benefit the organization. This CEO Blogger believes that most employees are capable of accomplishing far more than they may think possible. That is because people often limit their own success by baggage that they take into the work place. The key is getting around that baggage to unleash the talent that is there. This means understanding the different personality styles to manage people accordingly.
Some employees need lots of supervision and direction, while others are demotivated by it. A great manager is a chameleon changing management styles to reflect the best style for the particular employee. It is very clear that a one style fits all approach is not the way to get the most out of employees. Sometimes, I hear managers say that a particular employee is not ready for increased responsibility. If that was the case, I could say that this CEO Blogger was probably not ready for any job ever given me; but my work ethic, experience and education always allowed me to rise to the occasion and be successful.
As such, I am usually ready to give most employees the benefit of the doubt related to their potential. Yes, there could be some pain along the way and perhaps more management supervision is needed to insure success; but so what? A manager's job is to grow direct report employees, not expect that every employee is already fully capable when taking a new job, or responsibility. That's Ok.
With the right training and learning environment, most employees will achieve the desired end result, as long as goals and objectives are clear and well communicated. No one is perfect. And, though a manager may be able to do it better and faster as a result of experience, a manager that cannot work through others, cannot be effective. This means implementing a coaching model, where direction is provided on an as need basis, not as an "I told you so"; but rather as a good teacher instructing a student in better, more efficient ways to accomplish tasks.
This instruction should never be punitive, unless an employee is acting in an illegal, or unethical way, or in a way that exposes the corporation to liability, which could require disciplinary action, or even termination. Otherwise, good teaching involves thoughtful explanation, not just, "Do It Because I Told You So". That may work with children, though even there it is doubtful, it does not work with employees. If change is required, employees need to understand why. Yes, it takes more time, but ultimately it will result in a well trained, successful employee.
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