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1-Page Summary of Everyone Deserves a Great Manager

New managers should learn six pivotal management practices and seasoned managers should review them.

Scott Miller admits that he was a tyrant when he started working at the Covey Leadership Center. He monitored his employees’ arrival and departure times, forbade them from taking breaks during work hours, and even had one employee monitor her colleagues’ voicemails on her honeymoon.

Miller eventually outgrew his bad behavior and became a good manager. He learned many lessons about leadership, including six pivotal management strategies.

There are fewer experienced managers around to teach new ones. However, you can become a good manager by following six strategies:

Strategy One: Develop a leader’s mentality.

What is your mindset? Do you understand how and why you think the way that you do? Leaders should be aware of their thinking processes. Make sure your suppositions are accurate and realistic. If they aren’t, change your mind quickly. Shifting beliefs isn’t easy, but great leaders can’t make it in today’s world without changing their minds about certain things. FranklinCovey offers a framework for developing better leadership behaviors:

• The way you see things determines your behavior. Your results depend on how you act in response to those perceptions. Pay attention to the way you behave and make deliberate decisions about what actions are most appropriate for the situation.

• To get—identify the goals you want to achieve. See is most important when it comes to achieving your goals, because you need a clear vision of what needs to be done and how it should be done. If you’re going to become a manager, then you have to think about your team’s results rather than just focusing on yourself.

Strategy Two: Routinely meet with each individual member of your team.

It is important to inspire your team members and get them involved in the organization. One-on-one meetings are a great way to do this because they allow you to talk directly with each employee about their work and how it fits into the overall company strategy. However, these meetings need not become tedious status updates where people just say what they did last week and will be doing next week.

Schedule weekly one-on-one meetings with your employees. Use a calendar to schedule them and try not to change the day or time of the meeting. Prepare in advance for each meeting by: * Planning questions you want to ask * Avoiding unproductive, routine conversations * Listening more than talking during these sessions

Strategy Three: Organize your team for productivity; position it to achieve top results.

Managers who don’t trust their employees to do a good job often micromanage and tell them exactly what to do. This stifles productivity and creativity, so learn how to delegate tasks.

Don’t set goals for your team. Work with individual team members to plan their own goals and work activities. To incorporate this practice into your daily management routine: * Meet with your boss to discuss your pivotal professional goals and how you and your team can achieve them. This will spur a discussion of the goals that both you and your manager want the team to meet, as well as how they fit in with overall company targets. * Assemble all of the people on the team together to discuss these goals and how they fit into the bigger picture. * Develop a scoreboard so everyone can see what each person is working toward, as well as any progress made or milestones achieved along the way (or not). * Assign “stretch” tasks or projects that challenge people’s abilities so they’ll develop new skills while meeting other important objectives at once. * Celebrate every milestone met by anyone on the team!