Develop effective management and recruiting systems that show you how to recruit and keep the best people for your business.

This week, I continue this series with Getting Your People on Board. We’re still focusing on management. Management is about getting a desired result. The three key points of business we talked about before:

• Focus on results
• Systemize everything you can
• Delegate everything you systemize

And I add this fourth key point for managing: Measure everything you delegate.
This is what you’re doing when you’re managing. You’re looking for the most effective way to get those results. Getting results, being effective is our focus. It’s the what. Systemization is the how. More than anything else, systemizing the business and all the significant parts of the business will get the best results. People run the systems, managers orchestrate the people. Just keep in mind that systemization and the operation of systems is central to everything supervisors or managers do.

Effective management is empowering and it’s a two way street. Each person on the team is expected to speak out and they should expect to be heard and be taken seriously by others. The manager isn’t the only member of the team with a voice, with ideas, with intelligence and with judgment. We all have them and deserve to be heard. That’s not only respectful, it’s the way to get the best results. It’s effective to speak out and to be heard and to come to agreement. When the decision has been made, the team pulls together to achieve whatever are the necessary results.

While there are a number of ways to come to decisions about how something is going to be done. It might be voting, or consensus building, or discussion or recommendation. Someone has to be the final decision maker and that’s the role of the manager. The manager always has to stand ready and willing to step in when necessary to make tough decisions and sometimes reverse the will of the team. This should always be done with respect and compassion and never in anger, or arrogance, or even from a mindset of superiority. Once the decision is made, the team gets behind it and they execute the decision with full participation and support. That is professionalism at its best.
In good businesses, effective businesses, successful businesses, everyone is heard and respected. Everyone’s contributions are valued. Everyone commits their full energies to achieving the results needed by the business, which ultimately means satisfying the customers.

Empowerment in this way is more than an attitude shift. If the people who report directly to you, or your managers, are going to be empowered, they will also need the right tools and resources. A part of the understanding between managers and their direct reports is the trust that the manager will provide the necessary tools and resources. The direct reports are expected to deliver ideas and results and the manager is expected to support them with what they need to succeed. The old fashioned view that workers worked for their bosses is replaced with a respectful view that the direct reports do the work and they do work for their managers/supervisors, but the managers/supervisors also work for their direct reports by supporting them, involving them, listening to them, and providing the resources and tools that they need to get the expected results.

We’ll stop here today. Next week in Part IV, I will cover some Top Managing Mistakes.

Until then….

If you missed Part I or II in this series, simply click the links below to check them out.
Part I
Part II

P.S. Learn more about working ON your business–talk to the coach! Click here to connect with me!