How thankful are you for the members of your management team? If you have great organizational leadership, you’re probably smiling right now with gratitude that things are running smoothly. Your team can be trusted to get the job done, and do it with excellence.
On the flip side, you might be feeling less than thankful, as your organization seems plagued with problems. Before you think about purging your management team and starting over, take heart. There are steps you can make toward creating an exceptional management team.
1. BETTER VISION
The first component is having a vision for the organization. What is the end goal, and how are you going to get there? The wisdom of the Proverbs says, “Where there is no vision, the people perish.” This principle is true for every organization.
Does your team know the mission, goals, and objectives of the organization? In some organizations, the “vision” is little more than: “Let’s maximize profits.” That’s not a vision. You must think strategically about the purpose of your organization. Ideally, the vision should flow from, and be connected to, this purpose.
If your company does not have a clear vision, get one. And then write it down. If you don’t know where to start or how to clarify your mission, an organizational consultant can help. Sometimes getting outside help will offset “industry blindness” or the tendency for groupthink. Without a well-defined vision, your management team simply cannot excel.
2. BETTER SYSTEMS
Once your vision is clear, your organization needs a package of systems providing the necessary tools for implementation of that vision. Managers must be thoroughly equipped to accomplish organizational goals.
Any task that must be performed precisely needs precise instructions. This means creating operations manuals that comprehensively define policies and procedures. Make sure manuals are revised on an ongoing basis to keep up with current practices.
Additionally, operational systems must include training programs to provide ongoing professional development. A formal training program needs to be in place to develop excellence. Managers must first be trained in order to become good trainers for their employees.
3. BETTER FEEDBACK
Once people have the vision and the training, they need reinforcement of the positive work they do. Annual reviews are good for giving the big picture of someone’s performance, and pay raises are a great temporary motivator, but they won’t sustain motivation year-round. It is imperative to recognize managers and employees who are doing things right.
The key to exceptional performance on all levels is reinforcement. Positive feedback is the most powerful tool managers have, and it costs them nothing. It goes beyond simple praise; it is telling people exactly what they are doing correctly, which reinforces that specific behavior. What you positively reinforce is what you will continue to get.
There are times for negative feedback, as well, but consistent, positive feedback is more powerful. When negative feedback must be given to address a specific issue, remember that it differs from criticism: feedback is objective, related to company processes and procedures, not personal.
We live in a negative world, and, sadly, criticism flows more naturally than praise. Positive people stand out. Like any act that is repeated, positive feedback can become a habit. Mastering this tool is key to exceptional management.
A management team equipped with better vision, better systems, and better feedback will perform exceptionally. Are you ready to take your team to the next level?
Contact Brink Results to schedule an appointment today to discuss our services! (239) 334-1050.