o, here are my top 10 tips on being a great manager, a great leader, and leading a great team. 1.

Create a Plan of Action. You can't be a great leader until you know what you're trying to achieve. It may be higher revenues, it may be lower staff turnover, but whatever it is, it has to be something YOU believe in. Based on what you want to achieve, write out your goals, and sketch out some general ways to reach those goals. That leads us to #2. 2. Hold a Meeting. This is your opportunity to explain what you want to achieve to your staff, then ask what ideas they have to help you get there. If you don't have their support, you won't be able to reach your goals, and there's no better way to get support from your staff than by actively involving them in the goal-setting and planning. Besides, they may have some great ideas that you would have never thought of on your own. 3. Follow up. Follow up regularly with your staff to see if your team is being successful. Meet with them, build raport, make sure that they're getting what they need in order to achieve their goals. Invite input, and be willing to change plans if it looks like something might work better. 4. Always be Fair. Now it's just a fact of life that you'll probably get along with some people better than others, but that doesn't mean you can't treat everyone with an equal amount of respect. Show your staff that you care, and don't just give them lip service. Ask how they're doing, know something about their life, treat everyone with kindness and respect. Without them, you wouldn't be a manager, so show them how much you appreciate them. 5. Have an Open Door. My dad once told me that management isn't the big picture, it's the ability to handle the little things that pop up on a day-to-day basis. Your staff needs to know that you care about the little things that affect them, and that you're willing to hear them and respond to them as they arise. Listen & respond quickly. 6. Never, Ever Yell. I don't care how badly someone messed up, it's never professional or acceptable to yell at them. It creates dissention and fear, and even if everyone responds, they aren't responding because they WANT to follow you, they're responding because they're afraid of you. That's not a good place to be. Pull the employee aside and ask them what happened. This gives them the opportunity to apologize, explain, or even give you additional information about the situation. And, it enables you to form a rational and reasonable response to their actions. 7. Provide Constructive Critisim. As a manager you have the wonderful opportunity to improve your workplace and your employee productivity. Instead of tearing people down, "_____, your productivity was sub-par, it needs to improve," use every confrontation as an opportunity to build people up, "__________, what do you think you do best, and what do you think you need to improve on the most? I've noticed that you do _____ extremely well, but you seem a little uncomfortable doing _______, is there a plan we could put together to help you achieve success in all areas?" This is also a perfect time to ask them what they want to achieve in the workplace. If they can share their goals with you, you can figure out a way to meet them together. Don't look at this as confrontation, look at it as a way to help your staff become better at what they do. 8. Ask for feedback, and be willing to listen. I've gained some of the most valuable information about management I have by asking my staff what they'd like to see me change about me. I heard some stuff I didn't want to hear, some stuff that made me want to respond, "I don't do that!" But, the fact is, I DID do that, and I couldn't change it until I

but it made a huge difference. I've noticed that even adults like doing goofy things if there's a good reason for it. Come up with a motto. And there's nothing like a reward system to get people to be productive. some people are automatically going to frown at everything you say. but at least attempt to be likeable. Some people may be nay-sayers. especially if they helped decide on the incentive program. Accept that not everyone will like you. 10. or if it's for something they buy into as a team. have a contest. I had to eat some humble-pie. You have to have a strong enough backbone to accept that as fact. Here's what I mean: just because you're the boss. but most will probably file suit. and still treat those people with the same kindness and respect as you treat your employees who love you. . 9. Create Incentives. and that's okay.admitted to myself that maybe there were some things I was doing wrong. give out T-shirts to those who have reached their goals.

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