Posted on April 11, 2011 by Glenn Turner

Organizations are filled with plenty of manager’s who are charged with leading others in the pursuit of organizational goals. Unfortunately, only a small percentage of managers are acknowledged as being great.  A popular saying I’ve heard is, ‘people do not leave companies, they leave their manager’.

Are you a good manager? Ask yourself the following questions and answer them honestly:

• Does your managerial skill increase the amount of productive, results oriented and profitable behavior within your team, department, business unit or facility?
• Are you able to show measurable results that impact the success and strategic direction of your organization?
• Do you communicate openly, clearly and effectively with all who report to you?
• Do you communicate openly, clearly and effectively with all to whom you report?
• Are you accountable for the actions of those who report to you?
• Do you provide those who report to you with the training and tools they need to succeed?

Notice the emphasis on people in virtually all of the above listed questions. Revenues and productivity do not rise or fall by magic; They rise and fall based on the efforts of people.  A great manager understands this and realizes that his/her success is totally and completely dependent on the ability to obtain positive results from people.  The recent economic times have forced many organizations to downsize and consolidate technologies and functions.  Employees are being forced to do more and the stress of this impacts the role of the manager in a significant way.  The great manager is able to utilize interpersonal communication skills to create an environment conducive to high productivity without the threat of burnout. Generational differences and a workforce that is getting more diverse, create an environment that mandates highly-skilled interpersonal relations.

The ever changing global environment has resulted in people expecting and demanding more out of their roles within an organization.  A great example is the demand for non-monetary rewards from their employers. Many are looking to their work as a major source of fulfillment as it relates to self-esteem, sense of accomplishment, personal challenge and involvement.  Thus, achievement of personal goals is important to many employees.  A great manager will ensure that personal goals are integrated into the daily activities of his/her direct reports while simultaneously making sure all organizational goals are reached. Is this smart business?

Of course it is! Remember, the manager accomplishes his/her goals through the efforts of other people. Understanding the unique needs and desires of people is a key characteristic of a great manager.  Individual goals when known and communicated properly will assist a great manager in numerous ways. First, an individual goal, if known, can serve as a motivator if properly utilized by the manager. A satisfied or happy employee is known to be a more productive and efficient employee. Employee turnover and employee related disciplinary issues are known to be reduced when the employee is engaged and motivated to perform.

The question is, can a person become a great manager?  The answer is yes. Interpersonal skills are things that can be developed and improved over time. The other traits of what makes a great leader (manager) are also all skills that can be developed. All it takes is a commitment to improve, and engagement in a developmental process designed to improve managerial (leadership) skills.

The following quote artfully sums up what a good manager (leader) is all about:

“Outstanding leaders go out of their way to boost the self-esteem of their personnel. If people believe in themselves, it’s amazing what they can accomplish.” Sam Walton, Wal-Mart.