What exactly is management? And how does it differ from leadership?
A good place to start is Warren G. Bennis’s quote that “Leaders are people who do the right things; managers are people who do things right”. Leadership involves creating a compelling vision of the future, communicating that vision, and helping people understand and engage with it. Managers, on the other hand, are responsible for ensuring that the vision is implemented efficiently and successfully.
Of course, these two roles overlap, and both roles need to be filled to be fully effective. However, the focus of this article is on the specific skills and responsibilities of managers and the tools available to them. After all, there’s no point in encouraging people to work towards a fabulous vision of the future, only to fall flat on their face when it comes to implementation.
The importance of delegation
The top priority for team managers is delegation. No matter how skilled you are, there is only so much you can achieve by working alone. With a team behind you, you can achieve so much more: that’s why it’s so important to delegate effectively!
Successful delegation starts with matching people and tasks, so you first need to explain what your team’s role and goals are. A good way to do this is by putting together a team charter, which sets out the purpose of the team and how it will work. Not only does this help you get your team off to a flying start, but it can also be useful for getting the team back on track if they veer off course.
Only then will you be able to think about the skills, experience and expertise within your team and start matching people to tasks.
Develop your team
Teams are made up of individuals who have different perspectives and abilities and are at different stages in their careers. Some may find that the tasks you have assigned them are challenging and may need support. Others may be “old hands” at what they are doing and may be looking for opportunities to broaden their skills. Either way, it’s your responsibility to develop all of your people.
Your skills in this aspect of management will define your long-term success as a manager. If you can help team members get better at what they do, you will be a manager people aspire to work for and you will also make a great contribution to your organisation.
The most effective way to grow your staff is to make sure you provide regular feedback to your team members. Many of us are nervous about giving feedback, especially when it needs to be negative. However, if you give and receive feedback regularly, everyone’s performance will improve.