The fourth type is the boss that everyone wants to work with and experts say they are the most successful
Sari Wilde is executive vice president at Gartner, a research and consulting firm, with deep expertise in leadership effectiveness, learning and development, and employee experience. He is also the co-author of “The Connection Manager: Why Some Leaders Build Extraordinary Talent”.
Below are Sari’s comments on four types of successful leaders she wants to work with.
As executive vice president of Gartner, a global consulting firm, I follow research and learning products. To better understand what the best managers are doing in HR development in today’s busy workplace, we surveyed 5,000 managers from around the world in different positions, with different skills.
The data collected shows 4 main types of managers:
1. Teacher style manager: develop their staff based on their own expertise and experience. Their mantra is: “I do it this way and so should you”. They often advance in organizations not because they are the greatest managers, but because of their knowledge of the job.
2. Supervisory manager: constantly monitor and check personnel. They have good intentions and want to be a continuous provider of feedback and skills field training.
3. Cheerleading: take a more pragmatic approach, provide positive feedback, and hold employees accountable for their own growth. They are approachable and supportive, but not as proactive as other types of managers when it comes to developing employee skills.
4. Connection type manager: provide frequent feedback in their area of expertise, and connect employees with others on the team or in the organization who are better suited to meet specific needs.
Connection type manager is the best manager type
Not all “boss” styles have worked. For example, teacher managers like to do things their own way and are hesitant to experiment with new ideas and strategies. This can be a problem in a world where innovation and creativity explode like wildfire.
Cheerleading type managers are great for helping motivate employees. However, their “learn by doing” approach can be stressful, reduce psychological security, and increase employee burnout.
Our research team was surprised to find that supervisory managers were also not the most effective. Because they often think they know what’s best, even though in most cases they don’t. As a result, they can point employees in the wrong direction.
Connectors, who make up about 25% of the managers we surveyed, turned out to be the best at supporting employee career growth, including efficiency and standards.
Their greatest strength lies in creating three important connections for employees:
Relationship between managers and employees: The liaison asks the right questions and works to really understand the employee on a deeper level – such as motivations, interests, goals and areas of employee development.
Team connection: Connectors know they are not the only HR coach. So they try to create a more inclusive teamwork environment. Everyone feels respected and comfortable sharing personal skills with one another.
Organizational connections: The highest performing teams spend about half of their time communicating outside the office. Networking helps employees find other leaders in the organization.
The secret to success when you work with one of the other three groups of managers
If you’re one of the lucky few to have a connections manager, you’re more likely to be more engaged and successful in your career.
But what should you do if your manager falls into one of the other three categories? Here are some tips:
Clarification of feedback to understand what really matters. If you think you’re getting too many responses, which is often the case with supervisor managers, turn their requests into a priority to-do list. Then confirm the to-do list with your manager to make sure you’re focusing your energies in the right places.
Share your career aspirations. Talk directly to your manager about the areas and skills you want to develop. If there’s an opportunity you’d like to pursue, don’t be afraid to volunteer.
Build your own connection. Identify where your managers’ skills lie and where they have weaknesses, so you can seek feedback tailored to their strengths. Then, use your own network to seek alternative perspectives and guidance.
Search projects in connection manager style. The best way to progress in your career is to put together a variety of projects and roles. Find opportunities to work with a connection manager, even if they are not your direct manager.
(According to CNBC)
By Business and Marketing
at Blogtuan.info – Source: cafebiz.vn – Read the original article here
