Good - Improving management

What is management improvement?

When you ask a friend how her work is going, she replies, "Things have gotten a lot better since I upgraded my management."

You're scared and hesitant. You may think of "management promotion" as a political ploy, a way to get in touch with the boss, or a clever trick.

Luckily, once you've done this, you'll find that none of the above is true. This can be a delicate matter. No doubt about it. But it doesn't involve power plays with one hand or dominating others and forcing them to obey.

“Management Enhancement” is simply a conscious approach to working with your supervisor to set goals that you both care about. The goal is to foster a mutually beneficial relationship. This book will give you the tools to do just that.

What does management improvement involve?

Even if you're not the boss, you still need to set a positive, productive tone for your relationship with your boss. You'll need to have the following skills: • Know yourself and your manager well.

• Managing expectations of both parties. • Listening with a sharp ear.

Speak with a clear, authoritative voice.

• Diplomatic and Mediation • Overseeing the relationship as it develops

• Perform remediation as needed.

You might be thinking, "Why should I just step back and do all this?"

"Shouldn't my boss handle it? Shouldn't a manager handle it?"

But if you stand with your head held high, no one will help you with this rule. In addition, you may miss out on the benefits of improving management. You will read about these benefits in the next step.

 

Why is management improvement useful?

Management development can help you acquire the best talent and resources you need for your company and your boss. You, your manager, and your organization are interdependent. Only when you recognize this can you get the job done.

You can develop a trusting relationship. When you and your manager work together to resolve problems, it's better to just talk about them, ignore them, or just brush them off. Both you and your manager will feel more satisfied at work.

Let's consider the following example scenario. (A new director, "Sam," is a regular employee. He replaces a failed business owner with a more intuitive approach. The new person, "Kara," reports directly to him.)

She understands the importance of management improvement. She asks Sam how he likes to receive news and updates. Sam likes to read and review reports before meetings.

That way, they could keep the meetings short. So, before the meeting, “Kara” sent Sam a plan to discuss the background information and figures. What were the results? The team became more creative in solving problems and the meetings became more productive. “Sam’s” transformation

The transition went smoothly, and his and Kara's friendship quickly developed. Their working relationship also became effective.

"Kala"'s experience contrasts with "Larry," another of Sam's direct reports.

(“Larry” thinks Sam’s style is too controlling. He’s not particularly interested in management development. He doesn’t learn what Sam values. That’s

He didn't ask Sam for instructions. She even prepared background information before the meeting. He felt like he was blind to "Sam's" questions. He was still numb to every conversation. It wasn't long before Larry and Sam met. Completion, work