Successful Managers Work to Create Stability
At the core of most management positions, where a supervising, managing and leading a work group, is the ” responsibility for creating stability.” That is to say, the manager generally maintains the cohesiveness and assures the completion of the work responsibility for the business unit. This is not to imply just maintaining the “business as usual” work of the team. It does focus on “maintaining” the functioning of the group in order for it to complete the broad responsibilities of the team. To make sure that things are working as expected to complete the work at hand is core to successful management.
The basic management skills in support of the stability of the business unit include the following.
1. Organizing the work. The manager has business unit goals, work product objectives and timetables that are in the ordinary and necessary category. the actions and activities of the team must be planned, assigned and scheduled to meet the over-all expectations for the business unit’s productivity.
2. Delegate Tasks. Once the work is organized and schedules defined, specific Delegate Tasks.assignments must be delegated to individuals and sub-teams. Some of this is routine but new assignments and projects can occur and these must be worked into the day-to-day routine.
3. Supervising the Work. Once tasks and assignments have been delegated effectively, the manager must supervise the completion of the work assignments. This means over-seeing the completion of work and directing or coaching as needed to meet objectives and timetables. This responsibility is in the nature of an “over-seer” who observes and prods as necessary to stay on schedule.
4. Performance Reviews. the manager utilizes the companies tools and guidance for reviewing the performance of the individuals under their charge. this involves the more formal performance timetable such as the “annual” performance review. As performance management relates to “stability”, the ongoing day-to-day review This involves coaching and objective criticism needed to maintain the individuals contribution to the team’s success.
5. Recruiting new people. Selecting new employees for the team is an integral part of maintaining stability. Participating in the process of finding, interviewing and selecting new talent is fundamental to maintaining stability. When people leave, or when the business unit expands, bringing in the right new people will assure that progress and production can be maintained.
6. Training and development. The manager assigns and implements various training programs for the unit. this could involve new employee training and orientation activities to get them quickly to the point of be able to contribute to the work. The development side of training involves helping existing staff either stay current and skilled at their work responsibilities or adding new skills needed by the team. To maintain stability means not falling behind on skills and knowledge. You can not stay the same and maintain stability because things are always moving and changing.
The fundamental of management stability can not be over-emphasized. The organization depends on stability of performance and work execution of every business unit. What hurts the organization is a lack of stability. Problems, break-downs, missed schedules, high turnover and other issues cause by things getting off-track are negative to stability. Managers manage stability. A solid, stable business unit is at the heart of consistent performance.
(c) Copyright 2011 – Michael D. Moore. All Rights Reserved World Wide
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