The manager’s job is to track, monitor, measure people, processes, performance to make sure the job gets done.

How to be a role model for all to see

Leadership is more than position in your company. A great leader leads by example and is considerate, appreciative, and interested in his employees. He is willing to share his experiences and failures because they are things his workers can relate to and learn from. He is open to learning new things and motivates his employees towards their own success.

• lead by example
• show commitment
• appeal to emotion
• Communicate to all the senses.
• is knowledgeable
• maintains integrity
• motivates
• empower others
• build relationships
• proofs of trust
• is enthusiastic
• Is consistent

Develop habits that the most successful supervisors practice daily

Take one day at a time and set achievable goals for each day. If a project is large, break it down into manageable segments that you can do on a daily basis. Effectively completing smaller tasks will lead to overall success.

1. Think small – divide things up
2. Define a specific and realistic goal.
3. Define a deadline
4. Identify what will occur
5. Track your successes and failures
6. Make your goal and deadline known to others
7. Define a penalty if you fail
8. Do whatever it takes to avoid distractions

Avoid (5) things that can derail supervisors.

You have a busy schedule and multiple priorities, and if you’re not careful, you can get caught up in the details and forget the big picture.

1. Not having and understanding your strengths and weaknesses.
2. Not setting specific goals for the team, yourself, and individual employees.
3. Forget the company mission statement
4. Don’t stay in your office all the time, ignoring relationship building.
5. Not providing a benefit to your company (lack of productivity)

Find out what employees need and expect from you

• Vision
• Confidence
• Inspiration
• Compassion
• Information
• empowerment
• Integrity
• Recognition

Employees want a leader who can share information and is confident in his competencies.

1. Someone who can be involved in the production of the work.
2. Prevents the team from being overloaded with outside priority work
3. Someone who sees the big picture but understands the small details that move the team forward.

Learn to manage people and other valuable resources

1. Understand your company’s business strategy
2. Conduct and analysis of the people you currently employ
3. Find out where people’s critical problems are
4. Devise consequences and solutions to actions.
5. Implement action plans and evaluate them.

Delegate to empower employees

By delegating to others, you empower your employees with ownership of the task at hand. Delegation is a powerful tool that can be used to make your organization and your employees work efficiently through any project or crisis.

• Determine what to delegate
• Select the employee carefully.
• Give clear instructions and ask for their understanding.
• cement pledge
• Set milestones and record points
• Don’t micromanage or loiter employees…but monitor activities by reporting
• Monitoring and evaluation of the result.

Give instructions (not orders)

People will commit to goals if they can benefit or gain from achieving the goal. Learn what drives your employees and use it to motivate them towards your vision and goals. Let them know how your goals can benefit them and the organization.

To gain commitment:

• Ask employees for their opinions and views
• Describe the benefits of meeting goals
• Get to know your area of ​​expertise in depth
• return favors

employee owned

How do you transfer responsibility and authority to employees? First, we must realize that there are only (3) areas that supervisors can legally manage:

• Performance: how does the employee do the job?
• Behavior: how does the employee act at work?
• Attendance: Does the employee show up? On time?

To hold someone accountable, you need to have a written standard to hold them to. Supervisors may discuss and transfer responsibility and authority to employees in these (3) areas.

Get employees to join the change

Explain the change in the big picture/benefits

Address employee fears, potential job loss, role changes, process changes, honestly.

• Help others through change
• Empower your team leaders
• monitor changes
• Make sure the change lasts

Get the necessary training or facilitators to get everyone involved in the change

Provide reassurance about positive changes and impact.

Dealing with difficult employees (addressing the problem of bad attitude/behavior)

• Address attitudes and resistance through recognition.
  • Try to develop a positive relationship with the person.
  • Recognize the employee when he does something well
• Always use specific, clear and direct language about the misbehavior/attitude — don’t smooth over the issue
• Detail the details of the behavior.
  • Make sure feedback is given in a timely manner
  • Provide negative feedback in an objective and unemotional manner, avoiding emotionally charged statements.
  • Invite the person to share their concerns.
• Collaborate on an action plan.
  • Communicate the impact of employee behavior and how it is reflected in:
    • He or she
    • You
    • The rest of the team
    • The organization

• Get their commitment to do the right thing and set a time limit
  • If they don’t reassign, rescind
• Keep a list of attendance, behavior and performance (ABP) problems
  • When you discuss the problem with the employee…end by asking what they suggest to fix the problem.

Set the tone of “authority” the first day, the first week when the team returns to the site. Review decorum, office policy and procedures, and dress code. Repeat often!!! Then come together to set team goals, milestones, and rewards… Don’t be a jerk… have fun leading your teams in the fast-changing digital world.