The Top 3 Aspects that Separate Brilliant Managers from Merely Good Ones

10 Jan The Top 3 Aspects that Separate Brilliant Managers from Merely Good Ones

When you think of a successful manager, you may think that person is someone who is highly intelligent, understands situations instinctively, is good with numbers, and knows the solution to any problem. The reality is not necessarily so – in fact, many successful managers lack many of these qualities. They are still successful, however, because they understand how people work, how organisations work, and how one person can influence a whole team.

If you are the owner of a business, you want your manager to have the proper training. Here are the top aspects that separate brilliant managers from the merely good ones.

Honesty and trust

It’s easy for someone to get tempted and hide the bad news; one would rather not be the messenger of a less than favourable situation, nor would one enjoy criticising a person or admitting one’s own mistakes. But good management is exactly that – it’s being honest about everything that is going on, and finding a way to break the news in such a way that it encourages rather than discourages people.

Good management is founded on trust, and openness and honesty are an integral part of that. This does not mean a good manager is going to put his or her heart out on his or her sleeve for the world to see. It does mean that the manager treats their team as mature people and understands that they can bring out the best in people by treating them as valuable resources that can help solve problems.

Moving forward

Forget for a second that you are an employee or even a manager. Think of the business for a second. Pretend you are the owner. What you want is a team that is completely behind you. You want a team that looks forward. Goals, goals, goals – the accomplishment of which benefits everyone.

Recognition of merit

A good manager who undergoes the proper LEADERSHIP AND MANAGEMENT TRAINING applauds the person who finds the solution – even the owner of the business. A good manager does not take credit for what he or she didn’t do. Credit goes where credit is due.

Think about this for a second: a study revealed that about three-quarters of the work force is not fully engaged in the job – this means that about 75% of all personnel are not engaged completely in the fulfillment of the company’s goals. Most of this can be attributed to the manager; either they don’t like the person in charge, or they don’t see the point. An effective manager is able to change this (slowly, but surely) – an effective leader engages everyone. In the end, it’s really about relationships, and about great communication towards a single goal.

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