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« Repetition Leads to Brain Pruning - Your Message Might Be a Lullaby | Main | Blooming in Spite of It All #management #success »

November 13, 2012

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Great short article and thanks for pointing me towards the post by John Kotter. There is so much more to managing a business and it's workforce than simply making sure there is sufficient work for everyone to do. You must constantly be aware of everyone's potential and whether they are being challenged enough.
Success is something everyone strives for and when they reach that goal it sends a wave of feeling good throughout.

I think the Manager's responsibility is to bring out the best in their employees. This includes bringing out the best effort in short term work, but also facilitating learning and growth. There isn't one management style that works for every employee. If somebody does very poorly with micromanagement, for example, the manager should make an adjustment and give them a longer leash assuming they perform well.

A good manager is one who not only knows how to manage the goal but he knows that how to take best from his employees. He should understand how to build relationship between his employees, how to lead them, how to motivate them. Good managers concentrate on strength and try to eliminate the weakness by providing good workplace to their employees.

Great article, thanks for pointing me to it. It’s critical that, as CEOs, we turn inward. The best, most innovative ideas on how to move your company forward are likely going to come from the inside, not outside sources or consultants. Every employee has skills that should be highlighted. Find out what your key employees each do best -- managing a team, writing, idea generation, or project management (it’s unlikely anyone is a Super Man at all the above) – and let them shine in that area. THAT’s when they will feel they are making a difference. I’m not suggesting we narrow their job description, but I am saying we should set an expectation for their performance relevant to their best skills. I’ve made the mistake of not giving employees clear objectives. When they are clear on their role and how you expect them to evolve, they feel a sense of worth, a sense of really having some skin in the game.

The post from John Kotter is great and benefited me a lot, thanks for it.

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