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Being a great manager is tough work where you will need to know how to handle conflicts, how to coach your team, how to delegate tasks and so on. All of this starts with having the ‘results mindset’ and if managers fail to adopt this, then it becomes virtually impossible for them to manage results.

So the question arises – what is ‘results mindset’ and how does it look like? Basically, it comes down to the below mentioned principles:

1. Loving the art of managing 

One of the manager’s main tasks involves developing their employees and setting a good example on the rest of the team. Therefore, if a manager want his/her team to grow effectively, they need to learn the art of becoming a better manager. Some ways in which this can be done is by attending management seminars, talking to other managers, having a good mentor or watching eLearning courses online. In addition to helping to make you a better boss, this will also inspire the team to improve themselves too.

2. Hold high standards for yourself and your team

As a manager, one of the main things you should focus on is to hold your team to very high standards that will motivate them to achieve their potential. However, to make that work, you need to first set high standards for yourself. If you are asking your employees to work more aggressively to meet specific goals, then you should be working equally hard to hit your own goals too.

3. Respect modest bureaucracy

Modest bureaucracy is key. A good manager cannot ignore bureaucracy and nor can they blindly follow it; there should be a modest balance. Many times, managers strictly follow the rules of the organization but at certain times, a manager should break those rules when it becomes suboptimal. However, there is a stipulation – the better you and your team perform, the easier you will be able to cut through the red tape so before you bend any rules, it’s important to prove yourself as a manager first.

4. Broaden your mindset

A good boss will always understand more than the requirements of the team and they will understand the needs of their superiors, cross-functional partners and the entire organization too. If a manager is only focused on his/her needs, they will naturally alienate the other departments and this can cause a huge underperformance. So it’s important to broaden the mindset beyond the team and see the full picture; doing so will allow the manager to lead a more strategic team that focuses on the most necessary tasks.

5. Master a process mentality

All teams are guided by a set of processes and as a manager, your goal will be to determine what the weakest processes are and finding out ways in which these can be improved. For example, if you have two members in your team who are working together on a project and you notice that there is very little collaboration. Lack of communication skills within team members can create a broken process so the only way to counter this is by having those two members to collaborate together. As a manager, you job is to identify the bad processes and fix it by coming up with a solution that suits the needs of both employees.

6. Go beyond the expected

Great team always perform at a level of excellence but a team can only achieve this is their manager sets a good example by going above and beyond him/herself. This could be in the form of working longer hours, helping out colleagues whenever and wherever possible and behaving with integrity in all situations. A boss should never have a ‘that’s not my job’ attitude. He/she should excel at taking that extra step and going beyond the expected.

Bottom line

There are many skills that a manager should master if he/she wants to get the best out of the team and all of those skills will be virtually ineffective if the manager fails to model good behavior. The team will always be a reflection of the manager so if your team performs well, it indicated that you’re doing a good job.



Epitom Consulting (Pvt) Ltd,
15/1A, St.Joseph's Road,
Nugegoda, Sri Lanka.
Phone: +94 71 303 2422

Website: http://www.epitom.org
Email: info@epitom.org

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