Management

Management, leadership and supervision positions will make or break your organization.

Although it is not essential to know the product coming in, understanding the people, process, structure and how an order, or service flows through departments is paramount.

Although there are a variety of different types of qualified people available, actually understanding each role responsibility, authority and then communicating it throughout the organization goes a long way in ensuring consistent productivity.

Leadership types promoting or hiring for the wrong reasons, or not understanding your goals will not create the desired results. In actual fact this decision could cost you upwards of $100,000 in extra training and lost productivity.

  • Understanding people can be challenging at the best of times. Belittling, demanding unrealistic results, or talking through the side of their moth to get what you want, is destructive for your employees and clients alike.
  • There are many different types of managers, however they can be divided into two groups with a crossover of skills that connect, yet separate their effectiveness in different situations.
  • The latter, being mention here work hard at keeping the peace, are successful working within well laid out processes and procedures, yet struggle with creative direction or making tough decisions in a timely manner when required. This results in mixed messages being portrayed, standards being jeopardized and assumptions being made.
  • To some people, knowledge is power, and this power is essential to keeping the masses in check, so they can go about their daily activity without having to answer to anyone. We have seen it where these types of managers always hire what they consider inferior employees, to maintain their level of importance, and ability to seem like they consistently save the day.
  • Having defined standards and holding departments and/or team members accountable is one of the best ways in creating cooperative progressive cultures. Without them, operations will run amuck, with departments and people focused on complaining resulting in the destruction of progressive cultures and talented team members leaving.
  • Making decisions is simple, yet difficult, as there are many factors that go into doing what is right. Is someone going to be effected by your decision? Of course there will. The result is the message will be misunderstood, and team members will spin their wheels, which costs profits.
  • As a manager it is your job to be able to start and finish any given job. This may sound easy, however it is not, as there are many factors that can and will move a directive sideways in a hurry if you are not careful. There are a few acquired skills that can stop this from happening. One of these is putting the best person in that “seat of the bus” no matter what some might say.
  • Treats Staff Poorly

Understanding people can be challenging at the best of times. Belittling, demanding unrealistic results, or talking through the side of their moth to get what you want, is destructive for your employees and clients alike.

  • Is Too Nice, Resulting in Staff Dictating Standard Practices

There are many different types of managers, however they can be divided into two groups with a crossover of skills that connect, yet separate their effectiveness in different situations.

The latter, being mention here work hard at keeping the peace, are successful working within well laid out processes and procedures, yet struggle with creative direction or making tough decisions in a timely manner when required. This results in mixed messages being portrayed, standards being jeopardized and assumptions being made..

  • Shares Limited Information

To some people, knowledge is power, and this power is essential to keeping the masses in check, so they can go about their daily activity without having to answer to anyone. We have seen it where these types of managers always hire what they consider inferior employees, to maintain their level of importance, and ability to seem like they consistently save the day.

  • Poor Accountability Practices

Having defined standards and holding departments and/or team members accountable is one of the best ways in creating cooperative progressive cultures. Without them, operations will run amuck, with departments and people focused on complaining resulting in the destruction of progressive cultures and talented team members leaving.

  • Indecisive

Making decisions is simple, yet difficult, as there are many factors that go into doing what is right. Is someone going to be effected by your decision? Of course there will. The result is the message will be misunderstood, and team members will spin their wheels, which costs profits.

  • Unable to Start, Organize, and Finish Tasks

As a manager it is your job to be able to start and finish any given job. This may sound easy, however it is not, as there are many factors that can and will move a directive sideways in a hurry if you are not careful. There are a few acquired skills that can stop this from happening. One of these is putting the best person in that “seat of the bus” no matter what some might say.