This month's feature article, Helping Good Managers Become Better Leaders , offers actionable advice to help managers understand their team and therefore understand how to motivate employees to top performance.


From the desk of... Bud Haney, President Profiles International

Featured Article

Helping Good Managers Become Better Leaders By Dario Priolo

Understanding the difference between the role of a "manager" and a "leader" is crucial to maximising the potential of your people. A manager's job is to plan, organise and coordinate. A leader's job is to inspire and motivate. Leadership and management must go hand in hand. They are not the same thing. But they are necessarily linked, and complementary. So, what can organisations do to help good managers become better leaders?
A good place to start is by helping the manager understand their natural leadership behaviours and how their leadership style is currently perceived by their direct reports, peers and other leaders they interact with in the organisation.

Assessments can identify specific traits about each manager that are crucial to their leadership performance. Each manager should be given the opportunity to understand themselves on a personal level, and understand how they are perceived by their teams. Individual assessments will help managers better understand their core makeup and their natural tendencies toward leadership.

Knowing what the team thinks of their leadership styles can allow managers to appropriately adapt their management styles and understand areas that need improvement.

By assessing managers individually, companies can determine how well each manager fits into their role as a leader. Assessments can reveal in-depth, objective insight into each manager's thinking style, behavioural traits, occupational interests, and job fit in the organisation.

Certain behaviours or traits may incline one person to be a more effective manager over another, and assessments can identify those traits. Managers should have the opportunity to review their individual assessments to better understand the reasoning behind the majority of their actions and behaviours. This information can make managers better problem solvers, and more effective at dealing with different personalities.

Managers and their teams should also have the opportunity to participate in a 360-degree survey assessment. These assessments are a valuable tool when determining the effectiveness of managers and leaders. These assessments combine feedback from peers, supervisors, customers and employees.

The results can be used to develop specific leadership skills that can improve a manager's overall effectiveness. 360-degree assessments can help managers further identify areas of themselves that need to be developed.

These assessments are effective investments for companies seeking to focus management training and development investments, discover misaligned communication within teams, and improve issues that could inhibit productivity.

Leadership is the cornerstone of business. Without effective leadership, the entire organisation will fail. In order to ensure that managers and leaders are held to the highest standard, they need to be aware of how they can improve their managerial styles.

By providing managers with the appropriate tools to learn about their behaviours and personalities, they can then adapt their skill sets to encompass a wider range of management capabilities. Continually coaching and developing managers ensures that business will continue to grow.


PROFILES VICTORIA NOVEMBER 2011


Contact Us


For further information please contact:

Profiles Victoria

T: 1300 PROFILE
(1300 776 345)



Recent Blog Posts - Profiles International

by piwebteam - Nov 10, 2011
Don't Gamble That Your Top Performers Will Succeed in Their New Roles

It's been more than four decades since Dr. Laurence J. Peter and Raymond Hull articulated the talent management blunder known as "The Peter Principle." Their book provided a comical view of organisational hierarchies that explains why incompetent people are promoted into positions for which they aren't suited.

The trouble is, when you work for that person (or are that person), it isn't funny. How can you avoid falling victim to The Peter Principle?.......

by piwebteam - Nov 8, 2011
10 Initial Costs Due to an Employee Leaving

It's a busy time in the workplace. Projects are underway. Deadlines are approaching. Sales quotas need to be met.

And managers and employees need to be as productive as possible. In the midst of all the activity, organisations always face speed bumps - a major one being: employee turnover...




© 2008 Profiles Victoria. All rights reserved |   Privacy Policy