People Management: What are Your Beliefs?

managementSomeone asked me recently ‘what do you believe is the best way to approach people management?’ I guess all of my beliefs about the ‘best way’ or the ‘how to’ are covered in other articles but the question got me thinking about my core beliefs about managing people and the impact of those beliefs. Here are nine of my beliefs. What are yours?

 

1. Management = Happiness

 
When employees are managed effectively they are happier at work
 
 
When managers (including team leaders, supervisors and business owners) know they are managing people effectively they are happier at work
 
 
We could use more happiness at work read more
 

2. If You Want to Manage People Effectively, You Can

 
 Everybody has the ability to become a highly effective manager. If they want to
 

3. Managing People is Easier – If You Have the Right Tools and Techniques

 
Managing employees is much easier, and more effective, if you have the right tools and techniques – the ‘how to’ knowledge read more
 

4. Your Right to Manage

 
Managers have the right to manage their employee’s performance. Nobody has to apologise for using a planned structured approach to agreeing performance objectives, monitoring performance, giving feedback and so on. You don’t have to ask permission either read more
 

5. Employee Rights

 
Employees have the right to be effectively managed
 

6. Managers Responsibility

 
Managers have a responsibility to manage their employees
 

7. Rewarding Managers

 
Managers should be rewarded for managing effectively
 

8. Managers Need Clarity

 

Managers should be crystal clear about what ‘effective management’ looks like in practice in their organisation read more
 

9. Management Beliefs

 
What we believe about managing our employees has a profound effect upon our management confidence and competence
 

Management Beliefs and Management Confidence 

Do you want to know more about how our beliefs impact our management confidence? About how to overcome the ‘barrier beliefs’ that prevent you taking action? Then claim your free copy of my audio interview ‘Skyrocket your Management Confidence’ at http://www.mymanagementconfidence.com
 
 
So that’s about me, what about you? What do you believe about managing people and how does this impact your management confidence and competence?
 

 

Pings on People Management: What are Your Beliefs?

February 10, 2012

Comments on People Management: What are Your Beliefs? Leave a Comment

September 15, 2011

Valerie Iravani @ 4:39 am #

Joan,

I agree with the list you’ve posted with the exception of your description of #2. I do not believe that everyone has the capacity to be an effective manager. Yes, most people can manage work flow and results to some degree. However, managing people take the ability to understand what has ‘meaning’ to an individual on your team. Part of good management includes the ability to ‘engage’ employees in their own work and to see meaning in it. It is difficult for many people to help someone ‘reframe’ their perspective about their work, and the work of others in relation to their own.

Also, I have seen a consistent lack of curiosity, interest and willingness in managers with direct reports. They are not invested in the success of individual team members. It takes this willingness to be invested in another’s success to be a great manager who can create growth opportunities for others.

Bobby Martin, PhD (ABD) @ 5:02 am #

In short, I have always believed that one manages things, and leads people. We can manage people’s schedules, their work assignments, but in order to increase productivity and retain your people, managers need to embrace a servant leadership mindset.

September 22, 2011

joanhenshaw @ 3:19 pm #

Hi Bobby
Thanks! I’m interested also in the ‘servant leadership’ mindset and I’ve written about something similar in my blog ‘Do you see your staff as employees or volunteers?’ http://managing-employee-performance.com/human-resource-management-%e2%80%93-do-you-see-your-staff-as-employees-or-volunteers/
Best wishes
Joan

joanhenshaw @ 3:25 pm #

Hi Valerie
Thanks for commenting. I think we may need to ‘agree to disagree’!
I think, for example, that ‘understanding what has meaning to an individual’ and ‘the ability to engage employees’ can be learnt – if a manager wants to. The ‘consistent lack of curiosity’ you mention I’ve certainly seen myself but, again, if a manager wants to manage effectively (and they have to want this) I believe they can learn how to be curious
Best wishes
Joan

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