Higher-Level-Leadership Training what does that mean? Is it a Manager’s ego that certain basic Managerial Leadership Skills are below them? Below is a piece of a conversation I had with a manager about goal-setting and Higher Level Leadership.
Planning Path forces the team to clarify accountabilities of the plan and necessary time-frames coordinating the effort of all the individuals into one system.
All goals are time driven – whether we announce the time-frame or not ALL GOALS ARE TIME DRIVEN. As a Manager setting goals “What-by-When” is how you add value to those who work with you. As an employee completing goals “What-by-When” and setting goals for ourselves are what adds value to those who work with us. Determining your own & others time-span to complete a goal will make your work more fulfilling and innovative.
Being a Manager is tough and being accountable for the work as well as the behavior of a subordinate adds another layer of complexity to your challenges. Ensuring that the right person you promote is capable of doing the work and Fit-In with their new work peer group is necessary.
Management is tough and determining what the role for the promotion and hiring requires will ensure that the right person, at the right time, with the right skill set, with the right current capability needs will make your job as manager easier.
Every organization, team, and person wants to do amazing work the problem is that many systems within organizations do not allow people to do this. In the conversation above that I had with an executive who is in the Exponent Leadership Process, we explored the system for creating High Performance Teams.
In an earlier post “7 Ways Managers Can Evaluate Effectiveness of Other Managers” We explored 4 key processes and systems that all managers must do. In this post we will explore sources to gather information about manager subordinate effectiveness.
Gathering sufficient information for Managers to evaluate the effectiveness of subordinate managers is possible.
If you wait too long the problems are viewed as being Okay or just part of the work. In order to change this a Coaching Underperformance talk needs to happen. This discussion must include your contribution to the error.
Managers are evaluated on their ability to achieve goals. The foundation of EVERYTHING within your team returns to the the managers ability to plan how to achieve these goals.
More complex goals will require delegation to subordinates to complete tasks within the larger goal. Effective managers have discussions and a method for delegating;