The Making of a Manager

1. Great managers are made, not born: Develop essential skills through practice

I believe this as deeply as I believe anything: Great managers are made, not born.

Management is a learnable skill. Like any other skill, becoming a great manager requires dedication, practice, and a willingness to learn from mistakes. The journey to becoming an effective leader involves developing key competencies such as:

• Communication: Clearly conveying expectations and feedback
• Empathy: Understanding and supporting team members' needs
• Decision-making: Making informed choices that benefit the team and organization
• Conflict resolution: Addressing and resolving interpersonal issues
• Strategic thinking: Setting and working towards long-term goals

Embrace the learning process. Recognize that mistakes are inevitable and view them as opportunities for growth. Seek feedback from your team, peers, and mentors to continuously improve your management skills. Remember that even experienced managers face new challenges and must adapt to changing circumstances.

2. Build trust with your team: Foster open communication and support

Trust is the most important ingredient.

Create psychological safety. Establish an environment where team members feel comfortable sharing their thoughts, concerns, and ideas without fear of judgment or reprisal. This openness fosters innovation, problem-solving, and a sense of belonging within the team.

Key strategies for building trust:

• Be transparent about decisions and challenges
• Follow through on commitments
• Admit your own mistakes and vulnerabilities
• Actively listen to team members' perspectives
• Provide support during difficult times

Demonstrate genuine care. Show interest in your team members' personal and professional growth. Offer guidance, resources, and opportunities for development. When team members believe that you have their best interests at heart, they are more likely to trust your leadership and give their best effort.

3. Play to strengths: Help your team excel in their areas of expertise

Hiring exceptional leaders, building self-reliant teams, establishing a clear vision, and communicating well.

Identify and leverage individual strengths. Take the time to understand each team member's unique talents, skills, and interests. Assign tasks and projects that allow individuals to showcase their strengths, leading to increased engagement, productivity, and job satisfaction.

Strategies for capitalizing on strengths:

• Conduct regular conversations about career goals and aspirations
• Provide opportunities for skill development and growth
• Encourage collaboration that combines complementary strengths
• Recognize and celebrate individual and team achievements

Create a culture of continuous improvement. While focusing on strengths, also encourage team members to develop in areas where they may be less confident. Foster a growth mindset that views challenges as opportunities for learning and development.

4. Master the art of feedback: Provide constructive criticism and praise effectively

Feedback, at its best, transforms people in ways they're proud of.

Balance positive and constructive feedback. Aim to provide a mix of praise for good work and guidance for improvement. Regularly acknowledging achievements boosts morale and motivation, while constructive criticism helps team members grow and develop their skills.

Guidelines for effective feedback:

• Be specific and timely
• Focus on behaviors and outcomes, not personal attributes
• Offer actionable suggestions for improvement
• Encourage two-way dialogue and listen to the recipient's perspective
• Follow up to ensure understanding and support progress

Create a feedback-rich environment. Normalize the exchange of feedback by making it a regular part of team interactions. Encourage peer-to-peer feedback and self-reflection to foster a culture of continuous improvement and open communication.

5. Understand and manage yourself: Recognize your strengths, weaknesses, and triggers

Everybody feels like an imposter sometimes.

Develop self-awareness. Regularly reflect on your own strengths, weaknesses, and emotional triggers. Understanding yourself better allows you to manage your reactions, make more informed decisions, and lead with authenticity.

Strategies for self-management:

• Practice mindfulness and reflection
• Seek feedback from others on your performance and behaviors
• Identify and challenge your own biases and assumptions
• Develop coping mechanisms for stress and difficult situations
• Continuously work on personal and professional growth

Lead by example. Demonstrate vulnerability and a commitment to self-improvement. Share your own learning experiences and growth areas with your team, encouraging them to do the same and creating a culture of openness and continuous development.

6. Run effective meetings: Set clear goals and encourage participation

The goal isn't to meet less, it's to meet better.

Plan with purpose. Before scheduling a meeting, clearly define its objectives and desired outcomes. Ensure that the right people are invited and that the agenda is focused and relevant to all participants.

Elements of effective meetings:

• Share the agenda and any pre-reading materials in advance
• Start and end on time
• Encourage active participation from all attendees
• Assign clear action items and follow-up tasks
• Regularly evaluate and improve meeting processes

Foster inclusivity and engagement. Create an environment where all voices are heard and valued. Use techniques such as round-robin sharing, breakout discussions, or anonymous idea submission to encourage participation from quieter team members.

7. Hire well: Prioritize team building and cultural fit

Hiring well is the single most important thing you can do.

Define your ideal candidate. Before beginning the hiring process, clearly articulate the skills, experiences, and qualities that would make someone successful in the role and within your team culture.

Key hiring considerations:

• Assess both technical skills and soft skills
• Look for candidates who complement existing team strengths
• Consider long-term potential and cultural fit
• Involve team members in the interview process
• Check references and conduct thorough evaluations

Create a positive candidate experience. Remember that hiring is a two-way process. Treat candidates with respect, provide timely feedback, and showcase your team's culture and values throughout the hiring process to attract top talent.

8. Execute with purpose: Balance short-term goals with long-term vision

Perfect execution over perfect strategy.

Set clear priorities. Identify the most critical objectives for your team and ensure that everyone understands how their work contributes to these goals. Regularly communicate and reinforce the team's priorities to maintain focus and alignment.

Strategies for effective execution:

• Break large goals into smaller, actionable tasks
• Establish clear timelines and milestones
• Regularly track progress and adjust plans as needed
• Encourage creativity and problem-solving within constraints
• Celebrate achievements along the way

Maintain strategic perspective. While focusing on day-to-day execution, don't lose sight of the bigger picture. Regularly step back to evaluate whether short-term actions are aligned with long-term goals and make adjustments as necessary.

9. Adapt your management style as your team grows: Delegate effectively

The best managers I know all agree on one thing: growing great teams means that you are constantly looking for ways to replace yourself in the job you are currently doing.

Evolve your role. As your team expands, shift from direct management to empowering and developing leaders within your team. Focus on setting the overall direction, removing obstacles, and ensuring that your team has the resources and support they need to succeed.

Effective delegation strategies:

• Clearly communicate expectations and desired outcomes
• Provide necessary resources and authority
• Offer support and guidance without micromanaging
• Encourage creativity and ownership in problem-solving
• Recognize and reward successful execution

Develop a leadership pipeline. Identify and nurture potential leaders within your team. Provide opportunities for them to take on additional responsibilities and develop their management skills, ensuring the continued growth and success of your team.

10. Nurture a positive team culture: Align actions with values

Culture describes the norms and values that govern how things get done.

Define and communicate core values. Clearly articulate the principles and behaviors that are most important to your team's success. Regularly reinforce these values through your words and actions, and recognize team members who exemplify them.

Strategies for cultivating culture:

• Lead by example in embodying team values
• Create traditions and rituals that reinforce desired behaviors
• Address violations of cultural norms promptly and consistently
• Celebrate successes and learn from failures as a team
• Regularly solicit feedback on team culture and make improvements

Foster a sense of belonging. Create an inclusive environment where all team members feel valued and respected. Encourage collaboration, support diversity of thought, and create opportunities for team bonding and shared experiences.

Last updated: January 22, 2025