Every manager's job is unique. Each depends on the basic need to work with, and through people. Those who work most effectively with and through people produce the most outstanding results.
Managers in general are concerned about two types of results: personal success, and success of the organization. The manager's purpose is to achieve results through the activities of other people. Managers are also evaluated on the results of people. When the manager succeeds, the organization benefits directly; and when the organization reaches its goals the manager shares in the rewards.
As a manager you can multiply the effects of your own personal development program. By leading your team members to gain new skills and to be more productive, you add unlimited power to the effectiveness of your organization.
A manager must be a developer of people.
As developer of people, a manager provides both formal and informal training. Topics for training may cover anything needed to make your employees more effective on the job - such as new technology in their field, new procedures to be instituted, specific skills, and personal development in attitudes and work habits.
For the manager, informal training of employees may involve personally serving as a role model. Another example is the manager's use of one-on-one interactions to encourage, to reinforce, progress, and to offer coaching toward improvement.
To achieve more through employees, a manager should strive to be a developer of those people. Rather than capital spending on automation, recognize them as the primary source of productivity. Treat your people with the concern they deserve as your most important and valuable asset. The rewards you reap will be worth the effort.
A manager must be a leader of people.
An effective manager has the ability to build a diverse group of people into a highly functional team. Like a quarterback on a football team, a manager is the one who calls the plays. Each team member, in turn, fills a specific role. When all team members fulfill their assigned roles, everything comes together and the goal is reached. It's up to the quarterback/manager to see to it that all team members receive the proper assignment, knows how to execute it, and are committed to the appropriate action. Another function of the manager is to hold each team member accountable, and to provide feedback for continued success.
A manager must adopt a leadership philosophy.
The success of a manager depends greatly on the willingness to adopt a leadership philosophy that calls for believing in people - their worth, their abilities, and their potential growth. This type of philosophy will build a strong foundation for building sound relationships with your people - relationships that will lead to personal growth and success for them, you, and the organization.