May 27th, 2011 | 
Author: 
Eight Good Behaviors
1. Be a good coach
- Provide specific, constructive feedback, balancing the negative and the positive
- Have regular one-on-ones, presenting solutions to problems tailored to your employees’ specific strengths
2. Empower your team and don’t micromanage
- Balance giving freedom to your employees, while still being available for advice.
- Make “stretch” assignments to help them tackle big problems
3. Express interest in team members’ success and personal well-being
- Get to know your employees as people, with lives outside of work
- Make new members of your team feel welcome and ease their transition
4. Don’t be a sissy: be productive and results-oriented
- Focus on what employees want the team to achieve and how they can help achieve it
- Help the team prioritize work and use seniority to remove roadblocks
5. Be a good communicator and listen to your team
- Communication is two-way; you both listen and share information
- Hold all-hands meetings and be straightforward about the messages and goals of the team. Help the team connect the dots.
- Encourage open dialogue and listen to the issues and concerns of your employees
6. Help your employees with career development
7. Have a clear vision and strategy for the team
- Even in the midst of turmoil, keep the team focused on goals and strategy
- Involve the team in setting and evolving the team’s vision and making progress toward it
8. Have key technical skills so you can help advise the team
- Roll up your sleeves and conduct work side by side with the team, when needed
- Understand the specific challenges of the work
Three Pitfalls of Managers
1. Have trouble making a transition to the team
- Sometimes, fantastic individual contributors are promoted to managers without the necessary skills to lead people.
2. Lack a consistent approach to performance management and career development
- Not proactive, waits for the employee to come to them.
3. Spend too little time managing and communicating
(via)
Posted in 
Tags: 