Keep an Open Mind Companies that employ the old way of doing business—one that is hierarchical and does not encourage employees to bring their ideas and suggestions forward for consideration—do not stand a chance against organizations that value innovation and openness to ideas. You never know where the best ideas will come from, and it’s often those people closest to customers who come up with the best ideas to address their needs. Encourage your people to experiment, take risks, change things up, and seek out better ways to serve others. Be open to new procedures and possibilities. When you do that, your employees will bring their best efforts to the table, and your organization and your customers will benefit as a result. Four Things Every Great Manager Does Empowers Today’s best managers empower their employees directly while establishing a corporate infrastructure (creating teams, skills training, and more) and culture that support empowerment. Whether or not your employees say they want to be empowered, it is vital that you create an environment that enables and encourages every employee to give the very best of themselves on the job. Energizes The very best managers inspire and excite employees and colleagues—unleashing the natural energy within them. They don’t sap the energy from an organization like poor managers do, but rather, channel and amplify it. A twenty-first-century manager knows how to successfully transmit the excitement they feel about their company and its goals to employees, in ways that can be understood and appreciated. Communicates Communication, the lifeblood of any organization, is a key function of the modern manager. With the speed of business today constantly accelerating, managers must communicate information to employees faster than ever. In fact, with today’s technological advancements, managers have a wide variety of ways to communicate with their employees and get their messages across—email, text messages, tweets, video conferences, and more. Supports Supportive managers know that it’s not all about shining a spotlight on their own achievements. They aren’t hungry for everyone’s attention. Instead, they shine a spotlight on the achievements of their people—providing them with the training and resources they need, as well as the authority they need to make their own decisions and get things done. The Power of Praise When you praise employees for doing something you want them to do on the job, you increase the likelihood that they will repeat the same behavior. When you give an employee praise publicly, you amplify the power of the action many fold. This is because the person who receives the praise gets the opportunity to experience the pride of being called out in front of their peers for doing something right. Unfortunately, all too many employees don’t get the attention of their manager unless they do something wrong. This makes being caught doing something right— especially in front of others—that much more powerful. What Is Your Manager Personality? The Respected Professional These managers conduct business operations efficiently. They are task-driven and are flexible when that’s what is required to get the job done. They are honest and reliable, but they maintain a professional distance. Respected professionals are viewed positively by those who work for them. The Caring Mentor These managers are honest, cheerful, generous, friendly, and flexible—and they earn the highest scores when it comes to the engagement levels of their employees. Caring mentors put their employees first and genuinely care about the people who work for them. Win-at-Any-Cost These managers are considered tough, controlling, inconsistent, clueless, and ruthless, and they are not seen as ethical, honest, or intelligent. In fact, they are often described as Machiavellian, that is, they believe that the ends nearly always justify the means. Win-at-any- cost managers are not respected by their employees, and these employees have particularly low engagement scores. The Taskmaster Although—like win-at-any-cost managers—taskmasters are seen as tough and controlling, they score higher in both ethics and competence. Taskmasters have the classic Type A personality, they are focused on achieving their goals and are not cheerful or peaceful. People aren’t a priority for taskmaster managers, which results in their employees having fairly low levels of engagement and loyalty.
✔ Author(s): Peter Economy
✔ Title: Wait, I'm the Boss?!?: The Essential Guide for New Managers to Succeed from Day One
✔ Rating : 4.4 out of 5 base on (75 reviews)
✔ ISBN-10: 1632651645
✔ ISBN-13: 9781632651648
✔ Language: English
✔ Format ebook: PDF, EPUB, Kindle, Audio, HTML and MOBI
✔ Device compatibles: Android, iOS, PC and Amazon Kindle
Readers' opinions about Wait, I'm the Boss?!? by Peter Economy
Melody Blake
I'm still in awe of the intricate plot and the way everything seamlessly came together. The twists kept me guessing until the very end. It's one of those rare books that leave a lasting impact.
Beata Shepard
The world created in this book was unlike anything I've ever encountered. The author's imagination knows no bounds, and I was completely mesmerized by the fantastical setting.
Elaine Leonard
This book is a treasure trove of knowledge and wisdom. The insights offered by the characters and their experiences have left a lasting impression on me.
