Managers Who Make a Difference

1. Effective managers balance versatility with focused leadership

Managers may not perform all these roles in an integrated way. Good performance depends on how well the person understands his job and has insights into it.

Versatility is key. Effective managers must wear many hats, from figurehead to negotiator. They need to balance interpersonal, informational, and decisional roles. However, true effectiveness comes from understanding which roles are most critical in a given situation and focusing energy there.

Integration is the goal. While versatility is important, managers shouldn't try to do everything at once. The best managers integrate different roles smoothly, transitioning between them as needed. They develop keen insight into their job requirements and organizational needs, allowing them to prioritize effectively.

Adaptability creates impact. By understanding the full spectrum of managerial roles but adapting their focus situationally, top managers maximize their impact. They avoid spreading themselves too thin while still maintaining the flexibility to step into any role when truly necessary.

2. Self-efficacy and internality drive managerial success

People with high efficacy tend to rely on their own strengths to solve problems, use more purposeful behaviour, are active and interactive with people and the environment, persist in solving problems, show growth orientation, show attitudinal commitment, are positive in their approach and are satisfied with their jobs and role in the organization.

Belief drives action. Managers with high self-efficacy believe in their ability to succeed. This internal confidence translates into purposeful behavior, persistence in the face of challenges, and a positive, growth-oriented mindset.

Internality breeds responsibility. Internal locus of control - the belief that one's actions determine outcomes - is a hallmark of effective managers. They take responsibility for results rather than blaming external factors. This mindset leads to:

• Proactive problem-solving
• Learning from mistakes
• Seeking opportunities for growth
• Taking initiative

Positive spirals emerge. As managers experience success through their efforts, their self-efficacy and internality are reinforced. This creates a virtuous cycle of increasing confidence, capability, and impact within the organization.

3. Values and integrity form the foundation of great leadership

Everything about great leadership radiates from character.

Character is fundamental. The most effective managers lead with unwavering integrity. Their actions consistently align with their stated values, building trust and credibility with their teams and stakeholders.

Values guide decisions. Clear personal and organizational values act as a compass for decision-making, especially in complex or ambiguous situations. Strong leaders:

• Articulate core values clearly
• Demonstrate values through consistent action
• Use values as criteria for important choices
• Reinforce values throughout the organization

Integrity creates long-term success. While short-term gains might sometimes be achieved through ethical compromises, lasting organizational success is built on a foundation of integrity. Leaders who prioritize character create cultures of trust, accountability, and high performance.

4. Creativity and problem-solving separate good managers from great ones

Creativity is the ability to generate quick, alternative solutions to a given problem. It is the ability to think fast, coherently, flexibly, and perhaps unconventionally.

Innovation drives progress. Creative problem-solving is a key differentiator for top managers. They go beyond obvious solutions, generating multiple alternatives and novel approaches to challenges.

Creativity can be cultivated. While some may have natural creative talents, all managers can improve their creative abilities through practice and specific techniques:

• Brainstorming to generate quantity of ideas
• Forced connections to spark new combinations
• Reframing problems to see them from new angles
• Challenging assumptions to break mental barriers

Application is critical. Creative thinking must be paired with practical implementation. The best managers not only generate innovative ideas but also have the skills to bring those ideas to life within organizational constraints.

5. Strong interpersonal skills and trust-building are crucial for team success

Interpersonal engagement is the extent to which a manager can get an employee engaged in doing what is mutually beneficial, or the extent to which the manager can get the other person committed to do what they want and feel it is being done for the junoir's own self.

Relationships drive results. Managers who excel at building strong interpersonal connections with their team members achieve higher levels of engagement, commitment, and performance.

Trust is the foundation. Building and maintaining trust is essential for effective leadership. Key trust-building behaviors include:

• Consistency between words and actions
• Transparent communication
• Admitting mistakes
• Following through on commitments
• Showing genuine care for team members

Empowerment amplifies impact. The best managers don't just direct, they empower. They create an environment where team members feel valued, heard, and supported in taking initiative. This multiplies the manager's impact through the increased capabilities of their team.

6. Time and talent management maximize organizational potential

Employee value = Use of talent × Use of time.

Time is the ultimate resource. Effective managers recognize that their time (and their team's time) is the most precious asset. They ruthlessly prioritize, delegate effectively, and focus on high-impact activities.

Talent must be nurtured. Identifying, developing, and retaining top talent is crucial for organizational success. Managers should:

• Regularly assess team member strengths and potential
• Provide challenging assignments and growth opportunities
• Offer mentorship and coaching
• Create clear career paths within the organization

Alignment creates synergy. The most impactful managers align individual talents with organizational needs. They match people to roles that leverage their strengths while addressing critical business objectives.

7. Communication and networking amplify a manager's influence

Leadership is the art and science of influencing others to do things you want done and leave them with a feeling that they have done what they wanted to do.

Effective communication is multifaceted. Top managers excel at various forms of communication:

• One-on-one conversations
• Group presentations
• Written reports and emails
• Non-verbal cues and body language

Networks expand reach. Building and maintaining strong professional networks allows managers to:

• Gather diverse perspectives
• Access resources and opportunities
• Increase their sphere of influence
• Stay informed about industry trends

Influence requires credibility. While visibility is important, true influence comes from being a credible source of information and insight. Managers build credibility through consistent demonstration of expertise, integrity, and results.

8. Motivating others and adapting leadership styles create lasting impact

Good leaders should have a teachable point of view. They then should communicate their experiences and points of view to others. This is the way you create a learning organization and also develop your own leadership skills and influence.

Understand individual motivations. Effective managers recognize that different team members are driven by varied factors (achievement, affiliation, power, etc.). They tailor their approach to align with these individual motivations.

Adapt leadership styles. There's no one-size-fits-all approach to leadership. The best managers flexibly adjust their style based on:

• The specific situation
• The team member's experience and capability
• The organizational context
• The nature of the task at hand

Create a learning culture. By sharing their own experiences and insights, top managers foster an environment of continuous learning and growth. This not only develops their team but also reinforces their own leadership skills and influence.

Last updated: July 20, 2024