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MEISENHEIMER ON MANAGEMENT
Q. What should your managers really do?
A. Create your organization’s results!
Creating your desired results. That is the essence of a manager’s job description. Why do your managers struggle with creating the results you expect? Quite simply – very few have ever learned the rules of practical management. Hence, they struggle along in “trial and error”, which is too slow and far too expensive. In my business, I created a policy of promoting from within. I did this for two reasons:
1. It was a good way to reward my best performers.
2. It was easier for me than recruiting outsiders.
And since no one declines a promotion that offers a better salary, less physical work, and, of course, the prestige of being chosen to manage the work versus do the work, I ended up with many untrained (and marginally productive) managers. But, as a group, they didn’t seem that bad because:
1. My expectations were too low.
2. By comparison, they all performed about the same.
Are you're trying to grow a company that outperforms the competition, always pleases the customer, and consistently puts profits on the bottom line? Then you’ve likely already learned that unless your company is able to produce effective managers, you will limited by:
1. Countless emergencies
2. Inefficiencies
3. Not growing, or the growth you do experience is a nightmare.
4. Having to follow up every important detail yourself for fear that they will drop the ball.
So what's the answer? To become a micromanager? That’s one option. Another couple of other options worth considering are to recruit highly trained and competent managers, or to find trustworthy people with a good work ethics and then train them yourself. Here’s a list of competencies that I look for. I want someone who can:
1. Start with end in mind
2. Break down complicated plans into their contingent parts
3. Organize their people
4. Prioritize their tasks
5. Harness their resources
6. Get people productive while wasting little effort
7. Communicate to inform, instruct, and inspire
8. Constantly know what's going on in their areas of responsibilities
9. Attract the right people and get them doing the right jobs
10. Bring out each person’s expertise, interests, skills, talents, and passions
11. Understand financial controls and realize how their team’s actions affect and contribute to the bottom line
12. Structure compensation and establish rewards
13. Focus their team on the most critical goals and action plans
14. Manage risk
15. Make decisions quickly based on organizational principles and rules of business, not whims or emotion
16. Master the art and science of execution
17. Realize the need for making their team even better tomorrow
18. Be accountable to report back their teams results in staff meetings
And…to make it look easy!
If your managers are not there just yet, the articles within this website will go a long way toward getting them there. If you think they will want even more, or you think they would rather listen to their training than read it, visit www.TheEffectiveLeader.com for the perfect solution to your management issues.
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