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What great managers do differently

Presented by : Pallabi Pattanayak Sanjay Kumar Baral

Tasks of a normal manager:

1. 2. 3.

Select a person based on experience, intelligence and education Set expectations by defining the right steps Motivate the person by helping him identify and overcome his weaknesses


Develop the person by helping him learn and get promoted

Great Managers..

When selecting someone

they select for talent When setting expectations


they define the right outcomes


When motivating someone they focus on strengths

4. When developing someone

they help him find the right fit

Select people based on talent

Not because of experience, education or intelligence
Talent is: a recurring pattern of thought, feeling or behavior that can be productively applied

When setting expectations for employees, establish the right outcomes

Great managers assist each

individual to establish goals that are congruent with the needs of the organization
they let each employee find the right path to reach the outcomes
Achieve a perfect balance between delegating and being hands-on in every situation

When motivating an individual, focus on strength

everybody has unique strength If you help people becoming more of who they already are it will lead to success

Find out what motivates each staff member and try to provide more of it in his work environment manage around the weakness

Find the right job fit for each person

Help each person find roles where his unique combination of strengths match the demands of the role guide the employee toward roles where he has the greatest chance of success
Play chess while average managers play checkers


A great manager will always be a leader, and will take the necessary initiatives required to develop their staff within the domains their strengths lie.

Enjoy helping people grow.

Theres a kind of satisfaction in helping someone figure out how to be successful. Great mangers love seeing this happen on their teams

Love creating positive environments

A great manager creates a team and office environment that makes it easy for smart people to do good things.

Succession mentality

A successful manager eventually realizes their own leadership will end one day, but if they teach and instill the right things into people who work for them, that philosophy can live on for a long time, long after the manager is gone.

Identify learning style

Three main types of learning styles: analyzers, doers and watchers Great managers identify an individuals learning style/styles adequately in order to help them learn effectively and further improve their strengths.

Want to correct mistakes inflicted on them

Great managers are look to undo the evil managers they had.

Care deeply about the success and well being of their team
A great manager cares deeply about their staff, and goes out of his way to protect, train, care for, and reward their own team, even if their primary motivation is their own success. Motivating the Middle Performer Transforming mediocre employees into high-performance superstars

Self aware, including weaknesses

Great either work on their weaknesses or hire people they know make up for their own weaknesses, and empower them to do so.

Sets tone of healthy debate and criticism

Only a boss who sees their own behavior as a model the rest of the organization will tend to follow can ever become a truly great manager. Without this, they will always wonder why the team behaves in certain unproductive ways that are strangely familiar.

Willing to fight, but picks their battles

A manager that never fights can never be great they will never have enough skin in the game to earn the deepest level of respect of the people that work for them. But a manager that always fights is much worse. They continually put their own ego ahead of what their team is capable of.

Instinctively corrects bad behavior within their team

Micromanaging is never good, but correcting destructive behavior, is always appropriate even if you have to jump levels to do it.

Assess each individuals talents and skills. Then provide training, coaching and development opportunities that will help the person increase these skills. Compensate for or

manage around weaknesses.