Key Areas of Improvement for Managers

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If you’ve clicked on this article, it’s safe to assume that you’re a manager looking to improve your leadership skills. It is already the first and most crucial step on your self-improvement journey! Figuring out what areas to work on is good for you and helps your team grow. So, where do you start?

This article will discuss why personal growth matters for managers and how to pick goals that benefit both you and your team. We’ll also give examples of areas you can focus on to manage better.

Why is self-improvement essential for managers?

As a manager, you play a crucial role in work organization. How you handle your responsibilities directly affects team productivity. Studies show that managers greatly influence about 70% of employees’ engagement. So, improving yourself as a manager is super important because it makes a massive difference to the company’s success.

Of course, focusing on your professional skills is essential, but for managers and anyone else, self-development should be a part of a successful and happy life. So, let’s not only think about professional skills like strong problem-solving skills, time management skills, or the ability to assign tasks appropriately but also about improving personally essential skills, such as positive body language and active listening skills. Often, the skills you learn for work can also be helpful in everyday life, which is a significant advantage!

Ten crucial areas of improvement for managers

Let’s explore the list of ten of the most crucial and common areas for managers in 2024!

Growth mindset:

So, to start working on yourself, you need to have a growth mindset. As we mentioned earlier, personal and professional development is a lifelong journey. Purposefulness and the desire to constantly learn new things and grow as a person, reading and attending courses – all this is the way of thinking of a person who wants to grow. It can be called a separate skill for development. To be such a person, you must first maintain a work-life balance, take care of your health so as not to experience burnout, and create the right atmosphere for yourself and the team.

Tip: You can also start by reading helpful articles on setting and achieving goals.

A growth mindset requires seeing failures as opportunities for learning rather than barriers to overcome and seeing challenges as possibilities for personal and professional improvement. It’s about realizing that you can improve your intelligence and proficiency if you work hard and stay dedicated. When learning and growth are continuous objectives, people are more likely to step outside their comfort zones, take risks, and endure challenging times.

Proactive problem-solving:

Proactive problem-solving is a cornerstone of effective leadership and team management. The problem-solving process aims to reduce the number of incidents and consequent effort.

Request review, root cause analysis, analysis review, and closure are all parts of the problem lifecycle. Problem management can prevent incidents, mistakes, and new issues proactively. A business can be proactive or reactive when it comes to problem management. Leader standard work aims to help employees and managers become more adept at addressing problems throughout the organization rather than just being the primary problem solvers. It standardizes work, visual management, people development, and accountability mechanisms. Crucial components of typical work procedures for leaders are daily team reflection, rapid response to abnormalities, mentoring, and strategy deployment.

In conclusion, we can say that quickly and thoughtfully solving problems is an essential skill for a manager that is worth developing. You must study problems and possible solutions independently and work on them with your team. Team members should understand that they need to report and solve problems themselves, for example, by leaving small feedback on the collaboration platform and be vigilant. Using Bordio, each team member can quickly report problems and proposed solutions in a chat without leaving the platform.

Building relationships:

Building positive working relationships is essential for making your team work well together and having a successful business. Connect your team members with fun lunches, retreats, or online hangouts. These activities help everyone bond and feel like they’re part of a team. Also, consider giving your team some training on how to communicate better and start using collaboration tools. Teach them things like listening well, sorting out conflicts, and working together smoothly. When everyone listens carefully, it helps build trust and makes teamwork easier.

It’s also important to recognize each person’s contributions and ensure everyone feels included. Chat with your team members and understand their needs at work and personally. When your team feels part of a supportive group, they’ll work better together and be happier. It’s to be expected that someone may want to have clear work boundaries with colleagues; in that case, you have to start by encouraging teamwork, communicating with each other at work, and delegating tasks to each other in Bordio’s task planner.

Goal setting and achievement:

Well-defined and attainable objectives are essential skills for effective supervision. The SMART framework is a tried-and-true technique for creating time-bound, relevant, measurable, and specific goals. To guarantee clarity and alignment with more general objectives, encourage team members to follow this framework when establishing their goals. Greater productivity and success can be achieved by facilitating a more focused and strategic approach to job allocation and performance management using SMART criteria in goal-setting.

Establish goals in the online task tracker, then periodically evaluate and modify them based on developments and input. This iterative approach keeps goals in line with the changing demands of the team and organization, which also helps to sustain motivation and relevance. Initially, it is important to analyze your previous work and only then set goals for the future.

Employee appreciation:

Maintaining inspiration and morale among your team members requires that you acknowledge and value their contributions. Think about the ways you show thankfulness in the context of your team’s performance. Employ official recognition programs in addition to more casual ones, such as customized thank-you letters or shout-outs during meetings, to recognize outstanding work. Demonstrating that your efforts are valued facilitates establishing a healthy work environment where team members feel valued and inspired to perform well.

Give your team members the chance to communicate and exhibit their accomplishments beyond being recognized. This encourages others to pursue greatness and serves as a reminder of gratitude. Celebrate big and small victories regularly to maintain a supportive and upbeat workplace culture that consistently promotes high performance and job satisfaction. Of course, providing the team with everything necessary for comfortable work is essential, including various teamwork tools, equipment, and constructive feedback.

Individual Support:

Continuing the topic of team support, let’s talk about individual support. Each team member needs individualized attention and support to develop rapport and trust. Set up frequent one-on-one sessions to discuss career goals, offer constructive criticism, and handle any issues. These gatherings provide an environment for candid conversation and mentoring, encouraging a feeling of community and commitment to individual development. By providing specialized assistance, you enable team members to flourish and make valuable contributions.

Tip: If you are an employee and have problems with one-on-one meetings, read more about it!

Make development plans that support each team member’s professional objectives, give them access to chances and resources for advancement, and conduct frequent check-ins(or check workflow in the project management tools). By taking a personalized approach, team members are more committed and productive because they feel appreciated and supported throughout their careers. By putting individual support first, you create a solid, cohesive team equipped to overcome obstacles and succeed.

Communication skills:

Strong leadership is built on the foundation of effective communication. Enhance team communication by introducing feedback mechanisms that promote candid discussion and openness. Utilize electronic communication technologies to streamline team collaboration and information exchange(which is especially important for remote teams).

Promote frequent team meetings and debates to keep everyone informed and involved. Keep doors open to encourage an environment where team members may freely express their ideas and worries. By promoting a communicative atmosphere, you can improve teamwork, avoid misunderstandings, and build a cohesive team that works effectively toward shared objectives.

Motivational strategies:

Motivating team members to perform at their highest level necessitates a sophisticated strategy. Investigate various incentive strategies, such as individualized prizes for exceptional achievement or public acclaim and recognition. Adapt your tactics to each person’s preferences while considering their aims for their profession, personal and career growth, and intrinsic motivators. By understanding what motivates each team member, you can build a motivated and engaged workforce dedicated to success.

Establish a supportive atmosphere where team members feel empowered to take the lead and innovate. Provide individualized incentives. Acknowledge and honor efforts, advancements, and results. This all-encompassing strategy for motivation creates a productive workplace environment where staff members are inspired to succeed and significantly contribute to the group’s success.

Personal growth:

Putting money into your development as a leader sets a powerful example. Look for training and development opportunities to improve your knowledge and abilities as a leader. Your team members are motivated to learn and grow continuously when you model these qualities for them. Set an example for your team by adopting the traits and actions you want to see them adopt, and promote an environment that values learning, development, and creativity.

To find growth opportunities, evaluate your leadership style regularly and ask your staff for input. Participate in professional communities and networks to learn about current business trends and best practices. Fostering a dynamic and forward-thinking team atmosphere and continually growing and adapting are ways to strengthen your leadership talents.

Strategic delegation and planning:

Mastering effective delegation is like discovering a secret weapon for increasing productivity and leveraging your team’s strengths. It all starts with defining tasks that match each team member’s skills and experience. When you delegate wisely, you not only free up your time for important tasks but also empower your team to take ownership and make meaningful contributions.

Effective delegation isn’t just about handing over tasks; it’s about setting clear expectations and providing the support you need to succeed. Ensure your team members have the resources and guidance they need to succeed in their assigned roles. Regular reviews and feedback sessions help keep everyone on track and ensure continuous improvement.

Now, let’s talk about planning and using online to-do planners like Bordio to up your delegation game. Bordio is your personal assistant, where you track deadlines, assign tasks to your team, monitor progress, and give short, quick feedback – all in one convenient place. With features like reminders, task scheduling, time settings, and time blocks, Bordio is work management software that makes it easy to delegate tasks, coordinate schedules, and meet deadlines.

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By incorporating Bordio into your delegation process, you can simplify communication, increase accountability, and optimize workflow efficiency. Plus, accessing your planner from anywhere, anytime, ensures you and your team stay connected and productive, whether in the office or on the go.

What are the benefits of self-improvement for managers?

1. Retaining staff: Effective managers encourage staff members to stay longer and pick up more new skills and abilities, which helps the business succeed. They also give feedback, build confidence, and present growth possibilities. Studies reveal that 94% of workers would prefer to work for a company that made investments in their professional growth.

2. Increasing engagement: Effective leadership fosters positive relationships, task engagement, and a positive work environment. It also inspires people.

3. Extending knowledge: Ongoing education improves management abilities, like time management, and enables managers to successfully assist their staff and remain abreast of ideas, innovations, and industry trends.

Tip: You may also be interested in reading about time management and why it is important!

4. Confidence building: Training increases self-assurance leadership abilities and skill sets, helping managers with goal-setting, employee performance evaluations, and staff development.

5. Networking opportunities: Attending conferences and seminars for professional development offers managers excellent chances to network with other managers, exchange experiences, and get support and guidance.

6. Staying informed: Managers who engage in professional development stay current on industry trends, laws, and best practices, which helps them stay competitive and pertinent in today’s market.

Professional and personal areas of improvement – the differences

The emphasis and implications of areas of personal and professional development on the function of a manager are different. The core of professional development is developing specialized job-related abilities necessary for success in managerial roles. It entails leading fruitful meetings, establishing boundaries, assigning tasks successfully and working efficiently, encouraging teamwork, developing mutual trust among team members, giving and receiving criticism, and becoming an expert in dispute resolution. The competencies above are closely linked to a manager’s capacity to effectively lead, communicate, and oversee teams, augmenting organizational productivity and triumph.

On the other hand, a personal development plan for improvement focuses on the particular qualities and features that affect a manager’s overall effectiveness and style of leadership. A few examples are developing emotional intelligence, time management, communication skills, acceptance of flexibility, self-awareness, and empathy. These areas of personal growth help managers better connect with their team, comprehend their requirements, and create a positive work environment. Managers may foster strong relationships, increase employee engagement, and establish an organizational culture favorable to long-term success by emphasizing personal growth.

Identifying the goal for your improvement

To succeed in growth, you’ve got to kick things off on the right foot, and that always begins with setting clear goals for your personal and professional development. Sure, you might argue that development is the goal, but vague objectives often lead to procrastination and a loss of motivation. Your brain needs something tangible to chew on, but how do you go about it?

Assessing current status:

To begin with, thoroughly examine your professional and personal traits and competencies, including soft skills like leadership and communication. Recognize your advantages and disadvantages, perhaps through self-evaluation or comments from mentors and peers. As a result, you will pinpoint particular areas that require development, giving special attention to technical skills, proficiency, competency, and social skills.

Goal definition:

After understanding the areas for improvement, you can start formulating goals for improvement areas(using the SMART criteria). Prioritize goals based on their significance and potential impact on the manager’s work performance and the overall effectiveness of their team.

Creating an action plan

• Develop specific steps for achieving each goal, breaking down larger objectives into manageable tasks.
• Determine necessary resources, such as training programs or mentorship opportunities, and allocate them effectively.
• Set realistic timelines for accomplishing each step and assign responsibility to individuals or teams.
• Establish a monitoring and evaluation system to track progress, identify potential obstacles, and adjust as needed.

Practical Example:

Let’s say that your goal is to improve your communication skills.

Step 1: Define the goal

“I aim to enhance my communication, interpersonal skills, and organizational skills to convey information clearly and effectively to her team.”

Step 2: Set Specific objectives

• Objective 1: Practice active listening skills during team meetings and one-on-one discussions to understand colleagues better, provide thoughtful responses, remember discussions more accurately, and build trust within the team.
• Objective 2: Implement regular feedback sessions to encourage open communication.
• Objective 3: Enhance written communication skills through concise and clear emails.

Step 3: Develop an action plan

• Enroll in a communication skills workshop or online course.
• Schedule regular practice sessions with a communication coach or mentor.
• Incorporate communication improvement activities into weekly routines.

Step 4: Implement and evaluate

• Practice active listening during team meetings by summarizing critical points raised by team members.
• Conduct feedback sessions after major projects to gather insights on communication effectiveness.
• Monitor email communication for clarity and conciseness, seeking feedback from colleagues when necessary.