Many people who reached certain career levels stop working on themselves.
The great majority of people we work with are well-intentioned, smart and talented individuals. Many of them achieve their ambitions, contributing to their organisations and building fulfilling careers. But too many fail to live up to their potential.
Why? Because they stop working on themselves!
This results in an organisation having few great managers, some capable ones, many mediocre ones, and some poor and even awful ones.
And who is it at fault here? Is this failure to be associated with the manager complacency or does it have to be considered an organisational failure. When managers are questioned on this topic, it looks like this failure is due to a lack of understanding: many bosses have stopped making progress because they simply don’t know how to do with it.
So, here there are three principles that should be followed in order to fulfil the greatest management journey.
1) Manage Yourself
Management does begin with who you are as a person, what you think and feel, the beliefs and values that drive your actions, and especially how you connect with others all matter to the people you must influence.
This is why management is also and especially about trust. Do other people, especially those around you, trust you?
Productive influence doesn’t arise from being liked or from fear. It comes from people’s trust in you as a manager.Trust is the foundation of all forms of influence and you need to foster it. Learn more about trust here.
2) Manage Your Network
Great managers proactively engage the organisation to create the conditions for their success.
Unfortunately, many managers avoid dealing with conflict as it is clearly uncomfortable and they think a waste of time. But effective managers know they cannot turn away. So, they build and nurture a wide network of relationships with those they need and those who need them.
3) Manage Your Team
Many managers don’t realise that managing one-on-one is just not the same as managing a group and that they can influence individual behaviour much more effectively through the group than individually.
Real teams have a clear and compelling purpose, concrete goals and plans based on that purpose and most importantly they share a genuine conviction that they will succeed or fail together. they have A, are critical. Without them no group will coalesce into a real team.
It’s your job to make sure that the team know what’s required of them collectively and individually; what the team’s values, norms, and standards are; how members are expected to work together
The three principles will help you influence both those who work for you and those who don’t. Most important, they provide a clear and actionable road map for your journey. You should master them to become a fully effective manager.
Many managers underestimate the transformational challenges of their roles and often become complacent and stop growing and improving. In the best case scenario they learn to get by, in the worst case scenario they become horrible bosses.
Sometimes even the best managers suffer doubts or fears despite years of experience in managing people.
Three principles can drive managers on their journey to becoming great bosses:
Manage yourself: Productive influence comes from people’s trust in your competence and character.
Manage your network: The organisation as a whole must be engaged to create the conditions for your own and your team's success.
Manage your team: Effective managers forge a high-performing “we” out of all the individuals who report to them
Constant self-assessment across these three principles are essential.