Finally, you’re a manager.
You have put in the hard work, stayed resilient and navigated the corporate
ladder.
But here is where the misconception begins. A successful manager is often
thought of as an individual who is exceptional at their job, and someone that
will continue to improve in their specific role.
While that’s true, there is much more to becoming a great manager. They play
a pivotal role in an organization, serving as a linchpin that holds together
the direction of operations, the morale of the team and providing individual
guidance – they’re ultimately a mentor.
In fact, managers often do less of the original job they might’ve loved and now focus more on delegation and overseeing operations. No longer is it just what you bring to the table, but also what you can out of others!
Charaismatic traits
According to the Harvard Business Review, great managers are essentially romantics.
Don’t take this literally, but it’s about recognizing what makes each employee tick and bringing the most out of them -it takes great charisma. Most successful managers can pinpoint each person’s unique skill set and focus on enhancing this.
No one is a wholly all-rounded employee and there will be a few gaps for improvements. While spending hours overtime upskilling someone is thoughtful, a great manager won’t make it the focus. Instead, they carve the role around their unique skills and make the employee take ownership of this ability.
Giving them ownership is great for job satisfaction because it provides a sense of autonomy, trust and allows the employee to refine this skill.
You’re also creating interdependency within the team.
If everyone offers a unique skill that’s been honed, then individual team members are more likely to respect each other and rely on each other’s abilities to fill in the gaps. Want a coherent team with strong teamwork ethics?
Then bring out your charismatic side.
Diplomatic
There’s an art when it comes to dealing with people and it lies in communication.
The age-old saying “communication is key” also applies to the managerial world. One of the fundamental qualities of a good manager is the ability to actively listen to team members.
Active listening involves giving undivided attention to the speaker, understanding their message, and then responding. Don’t interrupt or rush them, rather give them time to finish what they have to say.
This demonstrates empathy and respect toward employees, fostering a culture of trust and open communication. It enables managers to better understand the needs, concerns and ideas of their team by actively engaging in conversations.
A professional skill and art of managing individuals or groups conducting their affairs in a method to safeguard your personal interests and theirs.
Transparency
But diplomacy relies on transparent communication utilized adroitly. Some managers might be hesitant when communicating concerns regarding an employee or the performance of a particular project.
Good managers understand that transparent communication needn’t be hostile or create feelings of negativity. If anything, it can lead to better employee engagement because the manager has set clear expectations about goals and challenges.
However, it’s the mannerism in which it’s said that gains trust and reduces misunderstanding. There’s a delicate balance in transparency and diplomacy, where the right amount of each can solve the problem at hand.
If you know an employee is struggling on a project, don’t open the conversation with:
“so I can see you’re struggling.”
Bring it up subtly by asking how they are going and ask again to increase the chances of the employee being honest.
If they’re still not open, then consider something like:
“Do you need help with X? It’s a very tough segment of the project and I’m happy to lend a hand if you need it.”
This approach is respectful and less accusatory but also allows them to say no.
Constructive feedback
Often feared as criticism or confronting commentary, if done correctly, constructive feedback will improve your development and performance. Successful managers can highlight someone’s strengths and areas of improvement rather than criticize or belittle them.
Don’t just point out an issue; suggest how it can be fixed through methods you believe can work. Crisp communication is the way to go for enhancing team and company culture.
Open to change
No one likes a micromanager or someone who always rejects ideas. Being diplomatic is part of your openness to change, or rather how you manage suggestions of change.
Some managers feel the need to control all decisions, even the small ones. Your openness to change or appreciation of new ideas suggested by team members is a great way to show the value they hold as individuals.
So long as there’s merit and reasoning behind new ideas – encourage them and provide suggestions.
Wisdom
Being a mentor
Australia – 
