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Presented by :Pallabi Pattanayak

Sanjay Kumar Baral

What great managers dodifferently

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Tasks of a normal manager:

1. Select a person based on experience, intelligence and educ

2. Set expectations by defining the right steps

3. Motivate the person by helping him identify and overcome

weaknesses

4. Develop the person by helping him learn and get promoted

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Great Managers..

1. When selecting someone

they select for talent

2. When setting expectations

they define the right outcomes

3. When motivating someone

they focus on strengths

4. When developing someone

they help him find the right fit

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Select people based on talent

Not because of

experience,

education or

intelligence

Talent is: a recurring pattern of thought, feeling or

behavior that can be productively applied

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When setting expectations foremployees, establish the right outcomes

Great managers assist each

individual to establish goals that

are congruent with the needs of the organization

they let each employee find the right path to reach the

outcomes

Achieve a perfect balance between delegating and being hands-on in eve

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When motivating an individual, focus onstrength

everybody has unique strength

If you help people becoming more of

who they already are it will lead to

success

Find out what motivates each staff member and try to

provide more of it in his work environment

manage around the weakness

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Find the right job fit for each person

Help each person find roles

where his unique combination of

strengths match the demands of

the role

guide the employee toward roles where he has the

greatest chance of success

Play chess while average managers play checkers

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Leadership

A great manager will always be a leader, and will take the necessaryinitiatives required to develop their staff within the domains theirstrengths lie.

Enjoy helping people grow.

Theres a kind of satisfaction in helping someone figure out how to besuccessful. Great mangers love seeing this happen on their teams

Love creating positive environments

A great manager creates a team and office environment that makes iteasy for smart people to do good things.

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Succession mentality

A successful manager eventually realizes theirown leadership will end one day, but if theyteach and instill the right things into peoplewho work for them, that philosophy can liveon for a long time, long after the manager isgone.

Identify learning style

Three main types of learning styles: analyzersdoers and watchers

Great managers identify an individualslearning style/styles adequately in order tohelp them learn effectively and furtherimprove their strengths.

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Want to correct mistakes inflicted on them

Great managers are look to undo the evil managers they had.

Care deeply about the success and well being of their team

A great manager cares deeply about their staff, and goes out of

his way to protect, train, care for, and reward their own team, even

if their primary motivation is their own success.

Motivating the Middle Performer

Transforming mediocre employees into high-performance superstars

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Self aware, including weaknesses

Great either work on their weaknesses or hire people they

know make up for their own weaknesses, and empower them tdo so.

Sets tone of healthy debate and criticism

Only a boss who sees their own behavior as a model the rest ofthe organization will tend to follow can ever become a trulygreat manager. Without this, they will always wonder why theteam behaves in certain unproductive ways that are strangelyfamiliar.

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Willing to fight, but picks their battles

A manager that never fights can never be great they will never have

enough skin in the game to earn the deepest level of respect of the pe

that work for them. But a manager that always fights is much worse. Tcontinually put their own ego ahead of what their team is capable of.

Instinctively corrects bad behavior within their team

Micromanaging is never good, but correcting destructive behavior, is a

appropriate even if you have to jump levels to do it.

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Conclusion

Assess each individuals talents and skills. Then provide

training, coaching and development opportunities that will

help the person increase these skills. Compensate for or

manage around weaknesses.

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