Effective managers focus on strengths
One of the main reasons people give for leaving their workplace is dissatisfaction with how they were treated by their manager. Those of us in leadership roles therefore need to be careful how we handle our relationships and conversations with team members. When seeking to improve performance, it can be all too easy to offend and demotivate. And then we don't always get the change we are seeking. At the other extreme are team leaders who get so stressed about giving feedback that they simply avoid such conversations altogether, leaving performance problems to continue.
Here are three simple strategies you can easily incorporate into your management style. The first is simply to work at connecting as well as possible with your team members. Touch base with them on a regular basis, speaking to them about their interests and goals for their life, and giving empathy for the challenges of their work. The closer your working relationship, the more open they are to your influence or at least cutting you some slack when you are having a bad day. The more you can align their work interests and personal goals to their work, generally the greater their productivity.
Secondly, seek their opinions on how to better address workplace challenges. This can help them to feel more valued by you, especially when you run with some of their ideas. You can also gain creative solutions which otherwise might have been overlooked. I am often appreciative of the ideas generated by my team members which are far better and more creative than I could ever have come up with myself.
Thirdly, catch team members doing the right thing. Sadly, some managers only speak to their staff when they are concerned about their performance, failing to acknowledge when their performance has been exceptional. Even under-performing team members can often be motivated by noticing those times when their performance has been better.
According to research from the Gallup organisation, the most effective managers focus 80% of their efforts on building on their team members’ strengths and focus only 20% of their efforts on performance problems requiring attention. However, few managers have strategies that help them to build on their team members’ strengths and capabilities.
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Ken Warren BA, M Soc Sc, CSP is an expert on People Management Skills and Human Behaviour. With his engaging, interactive and positive presentations, Ken has shown thousands how to improve team performance, provide great customer service, and enhance staff resiliency. Check out all his FREE resources at www.positivepeoplesolutions.com.au
