What Great Managers Do Differently?

A Manager's success in becoming one of the best managers depends on some key activities done well and done right. Given the very fact that each organization's philosophy is not an equivalent, the character and type of individuals are not an equivalent; it is even tougher to spot those key common activities that hold credibility in every organization.

Based on research conducted on thousands of managers worldwide, Gallup has identified four key activities that the managers should do to be effective in their role. Playing the role of a manager within the organization, the managers should challenge the below-listed four activities' traditional approach. Briefly, the role of a manager is predicted to play within the organization which is about releasing each employee's performance into meaningful performances as per the organization standard. To succeed in effectively managing these activities; it is recommended that you select one team member at a time and spare adequate effort and time.

So, what great managers do differently? The newer approach to those activities is widely accepted and practiced by the world's greatest managers, the approach to every one of those activities are outlined below:

Selection of employees

Conventionally, any selection of an employee during a team-building process is predicated on the person's experience, intelligence, persistence, etc. But the newer approach urges managers to pick people who support talent. The managers today spend significant time and energy to pick talent for the organization and not just mere individuals to fill a role or vacancy.

Motivate the team members

Often, managers make the error of motivating team members by supporting or helping them to spot and overcome weaknesses and, as a result, specialize in the weakness of people. The world's greatest managers specialize in team members' strengths and teach them to maximize their strengths.

Develop and nurture the team members

Traditionally, the managers' role within the team members' development is designed to help them find out and obtain promotion. However, the managers make a difference if they help the team members spot the proper fit.