Humility: A Manager's Best Asset
13 July 2010
Read by 1857 persons
Expert Opinion: Chantal Aounil, Recruitment Manager, Bil Consulting (HR Consulting).
To improve their leadership, managers need many tools to manage teams and projects and achieve their goals in any given situation. But remember, success depends not just on the tools themselves, but on knowing how to use them. This means using the right tool at the right time.
The first step is identifying the problem: lack of assertiveness, poor team performance, low morale, stressful atmosphere, conflicts, etc. Managers face many challenges and must always be alert. They must accept that some problems might stem from their own actions. They need to learn to understand these signals and correct their approach before things worsen.
Next, they should ask themselves: Is it my fault or theirs? Humility is key here. A good manager doesn't wait for the situation to get worse. They should ask the right questions at the right time and be vigilant, because admitting mistakes isn't easy for everyone. Good communication, support, motivation, delegation...
The perfect manager doesn't exist; it depends on factors like their role, environment, and team.
So how can a manager improve their leadership? A manager might consider training to address weaknesses, deepen their knowledge, or improve their management skills. Coaching, very popular in Morocco for the last 10 years, can be very effective if done professionally.
Another option is on-the-job coaching, which involves observing individuals to assess how they handle situations and whether their reactions are relevant and appropriate in a given context. For better focus and development, coaching should be preceded by analysis.
Individual and/or group assessments (assessment centers) are used in companies to better understand managers' skills. These methods assess management styles, teamwork, relationships with superiors, and stress management under pressure. Individual or group exercises and role-playing put managers in situations where skills relevant to the job are evaluated.
Personality questionnaires from specialized firms are also part of this process. They reveal managers' tendencies to use specific behavioral and management skills in a professional environment. Used in personal and professional development, they are also used by recruiters, HR departments, and trained hiring managers to identify the best-suited candidates for a role and company culture. Companies often request these evaluation and support processes.
Managers can also take an active role in their development through skills assessments. This helps them, at any point in their career, to review their skills, advance their career, and improve their team's performance. However, this tool is still underutilized in Morocco.
Published July 12, 2010
Posted online July 13, 2010
lavieeco
To improve their leadership, managers need many tools to manage teams and projects and achieve their goals in any given situation. But remember, success depends not just on the tools themselves, but on knowing how to use them. This means using the right tool at the right time.
The first step is identifying the problem: lack of assertiveness, poor team performance, low morale, stressful atmosphere, conflicts, etc. Managers face many challenges and must always be alert. They must accept that some problems might stem from their own actions. They need to learn to understand these signals and correct their approach before things worsen.
Next, they should ask themselves: Is it my fault or theirs? Humility is key here. A good manager doesn't wait for the situation to get worse. They should ask the right questions at the right time and be vigilant, because admitting mistakes isn't easy for everyone. Good communication, support, motivation, delegation...
The perfect manager doesn't exist; it depends on factors like their role, environment, and team.
So how can a manager improve their leadership? A manager might consider training to address weaknesses, deepen their knowledge, or improve their management skills. Coaching, very popular in Morocco for the last 10 years, can be very effective if done professionally.
Another option is on-the-job coaching, which involves observing individuals to assess how they handle situations and whether their reactions are relevant and appropriate in a given context. For better focus and development, coaching should be preceded by analysis.
Individual and/or group assessments (assessment centers) are used in companies to better understand managers' skills. These methods assess management styles, teamwork, relationships with superiors, and stress management under pressure. Individual or group exercises and role-playing put managers in situations where skills relevant to the job are evaluated.
Personality questionnaires from specialized firms are also part of this process. They reveal managers' tendencies to use specific behavioral and management skills in a professional environment. Used in personal and professional development, they are also used by recruiters, HR departments, and trained hiring managers to identify the best-suited candidates for a role and company culture. Companies often request these evaluation and support processes.
Managers can also take an active role in their development through skills assessments. This helps them, at any point in their career, to review their skills, advance their career, and improve their team's performance. However, this tool is still underutilized in Morocco.
Published July 12, 2010
Posted online July 13, 2010
lavieeco
