Everyone of us wanted to be at the top of the corporate ladder and be the supervisor, manager or even CEO of our dream company. Each individual who aspires it to the top would see himself as the "tough" or autocrat kind of manager, while some would like to be the "nice" or democrat one.
Tough or nice, all who aspires wanted to run a company or business or group in a way that it produces quantity and quality while at the same time, the people you are working with feels inspired.
In summary, we all want to be an Effective Manager -- one who manages himself and the people they work with in a way that both the organization and the people profit from their presence.
An effective manager possesses three secrets that allows him to be the "ideal" kind of manager we all want and wanted to be.
The First Secret: Goal Setting
When setting goals, an effective manager write out each goal on a single sheet of paper using less than 250 words. He agrees on these goals and sees what good behaviour produces from these. Everytime these goals are read and re-read, it only requires a minute or so to do it. An effective manager then takes a minute every once in a while out of his day to look at his people's performance and see whether or not their behaviour matches the goals being set.
You might be asking as why there is a need to align a goal with that of your people's good behaviour. It is because an effective manager believes that "people who feels good about themselves produce good results".
The Second Secret: Praising
Praising means giving good feedback to people who deserve them. An effective manager monitors his people closely to catch them doing something...right! He praises people up front and immediately by telling them what they did specifically right: straight to the point. He also tells them how good he felt for the positive action they've done and how it has also helped the organization and the other people who worked with them. An effective manager allows his people to "feel" how good he had felt. He encourages them to do more of the same and concretely transmit this good feedback by shaking hands or touching people in a way that makes it clear he supports their success in the organization.
As the saying goes, "actions speak louder than words, but words with actions create a solid communication".
The Third Secret: Reprimand
Nobody wants to get reprimanded, but when situation calls for it, you would want to be reprimanded by no other than the Effective Manager. When an effective manager reprimands his people, he tells them beforehand that he's going to let them know how they're doing, and in no uncertain terms. Just like giving praises, an effective manager reprimands people immediately by telling them what they did specifically wrong and in no uncertain terms. He allows his people to "feel" how bad he had felt. But in so doing, he is not attacking the person himself, but the action that was made. He then reminds his people how much they are valued by shaking hands or touching them in a way that lets them know he is on their side. And most of all, an effective manager knows and allows his people to know that when the reprimand is over, it is really over and done.
