The difference between a “manager” and what I call a Great Manager



The difference between a “manager” and what I call a Great Manager lies in the mindset and methods with which they interact with their employees.

Great Managers see themselves as CEOs – Chief Engagement Officers – of their departments or functions, and especially of their teams.

They view their primary role as connecting organizational goals to the individual skills and capabilities of the members of their teams so they can drive business results. Great Managers must know their employees as real people and tap into the strengths, desires, and goals of each person to help them deliver the desired results to the business while creating satisfaction for themselves.

In most organizations, managers are people who were once great individual contributors, and as a result, have been “rewarded” with a “promotion” that is focused on leading others. The vast majority are not trained, equipped, or prepared to lead teams or deliver results through other people. They’re great employees who have now been promoted to “manager.” They are then left alone to define what being a manager means. Is it any wonder that if an organization has 100 managers, there may be 100 different definitions of “manager”?

Although promoting an outstanding individual contributor to manager is a common step in the business world, it’s not a natural progression in terms of skill and ability. As a matter of fact, what’s required of a manager is often diametrically opposed to what’s required of an employee! As a great employee, your job is to give the best you have to offer.

As a Great Manager, in addition to giving the best you have to offer, your job is to bring out the best that others have to offer. Managers need to be developed and continuously invested in; they are an organizations conduit to the front line and every frontline employee’s life line.



About anasebrahem

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