What Great Managers Do With their Employees, To Add Value to Their Company
Here’s where the rubber meets the road in successful businesses where people feel valued for their contributions! Managing people is all about developing other people to bring out their unique:
- knowledge, and education
to meet the needs of their position at work. Great managers develop and release their employees by assisting them through training, coaching, directing, supporting, encouraging, and delegating. Lee Iaccoca managed to lift Chrysler Motors back from varying challenging issues including labor disputes and bankruptcy. Through it all he managed to maintain his value of “succeeding at the people level”. What this meant was that he insisted, and I quote: “In the end, all business operations can be reduced to three words,
“PEOPLE – PRODUCT & PROFITS.
PEOPLE come first.”
If fact one of my very favorite quotes states that to be a superb leader, or manager:
“You need to develop the skill of:
MAKING OTHER PEOPLE FEEL IMPORTANT.”
Dr. John C. Maxwell
“No man will make a great leader who wants to
do it ALL himself,
or to get the credit for doing it!”
Again, management isn’t about you. It’s about what you can do with and through others to build and develop them, while simultaneously meeting the mission, vision, and strategic plan of the company. J. Paul Getty, the wealthy oil mogul, when asked what was the most important quality of a successful executive replied:
“It doesn’t make much difference how much other knowledge
or experience an executive possesses. If he is unable to achieve results
through people, he is worthless as an executive!”
Are you hearing a similar theme? As a leader, it’s about extracting from your people, their very best on behalf of the company, in ways that honor, value, and build them. You get to make a difference in someone else’s life. Because of you, they can gain a new skill, learn a new competency, or even be directed toward their dream position and ultimately live a fulfilling work life. You have the opportunity to “be” the difference in each and every employee who calls you their boss. So, it’s important that you get the right perspective on your position, and learn what great leaders/managers say and do to create great employees. A great leader says, as they work with their employees, “How can I make those around me more successful?” In fact, one of the very best questions you can ask yourself to evaluate why you are a leader, to discern what your motive is in carrying the title leader/manager/supervisor while you support, coach, direct, and lead the people under you is:
“Am I building people?
Or, am I building my dream
and using people to do it.”
Fred Smith of Federal Express
This question goes to the heart of why you are in this role, what your motivation is. In fact, when you correctly understand what your “Job Description” is, you will begin to understand that everyone you work with is hungry. Yes, that’s right. They’re hungry to be understood, to feel worthwhile, important, and ultimately in their own way, to be recognized as valuable . . . valuable to you and to the organization you both work for. And you know you’ve reached this level of leadership when instead of feeling like you’re going to throw-up when you’re reading or hearing something like this, that speaks to the soft side of business, – like I myself use to feel; instead, hearing this now resonates with you, motivating you to work toward finding out how you can genuinely meet the unspoken needs of those who are a part of your tribe, who call you boss.