Managing Your Managers by Leyda Aleman

“We have policies, processes, and procedures; why can’t my employees just comply?”

“We explain the initiatives, and yet no one seems to get it.”

“Why is my team disengaged?”

It could be that you don’t have a policy or procedure problem, a goals problem, or even a process problem. What you may have, is a “failure to communicate and align your managers.”

Everything Starts At The Top

As business owners, executives, and supervisors are all aware, managing employees is one of the hardest parts of running a business. You must balance their strengths and weaknesses, their personalities, and their skill sets, all while trying to earn and maintain their loyalty. And then, like a marching band conductor, you must bring them all together so they’re working in unison for the success of your organization — each member playing the right note, at the right time, from the right location on the field.

Managing your managers is no different. They act as your section leaders, training and directing those in their departments, and providing coaching and encouragement as needed. But they still need direction from the highest level. You’ve still got to pick the music and write the drill.

Each of your managers has a distinct personality and approach to management that affects their leadership style. One may be deadline-driven, another prone to dawdle. One may focus on building their team’s strengths, another on correcting their team’s weaknesses. One may communicate a lot, another only a little.

Read the full article @ Medium
Photo by Alvaro Reyes on Unsplash

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