by Ann Gabriel | Negosentro.com |
A manager’s most important and most difficult job is to manage people. Manager’s role does not end in leading his people but motivating and inspiring them as well. Indeed, your employees are the biggest asset that you have. That’s why we must invest on our own people.
More often than not, majority of the managers hire employees based on the skills needed for the job. However, great managers hire people for their talent. It’s easy to look for skillful people whose skills are suited for the job but looking for people whose talents fit their role are difficult to find.
Traditionally, to accomplish a specific task, managers would specify the steps. Great managers would specify the outcomes instead of steps and make use of their people’s individual skills and talents to achieve the goal. Great managers don’t just give instructions, they give directions.
We were taught that anybody can be anything they want to be. This saying leads us to fixing weaknesses of our employees where in fact, managers should focus on the development of unique strengths to further one’s talent while supporting weaknesses through developmental strategies. Great managers take advantage of what people already do well instead of turning them into someone they are not.
Conventionally, managers rate the person and enhance the performance but great managers rate the performance and enhance the person. Promotion as an indicator of development does not always lead to progression. Excellence in one role does not guarantee excellence in another. Great managers should ensure that their subordinates’ talents are developed through challenging tasks.
The most important task of manager is to bring out the best in his people. Managers should not only focus on hiring the right talent but also providing them the appropriate training and development.