As a manager, having difficult conversations is an unavoidable part of the job. Whether it's addressing poor performance with an employee, giving critical feedback, or making tough decisions that impact people's roles, managers frequently have to step into uncomfortable dialogues.
Leadership remains one of the most extensively researched topics in the social sciences. Our understanding of what makes an effective leader has evolved considerably over the past century. In this blog post, I will provide an overview of some of the major leadership theories that have emerged from academic research and how our thinking has progressed over time.
As a manager, one of your most important roles is developing your employees through effective coaching. Unlike directing or instructing, coaching takes a more non-directive approach aimed at empowering the employee. These coaching conversations should drive the employee to come up with their own solutions with guidance through questions and support from you as the manager.
Unexpected crises and disruptions seem to be happening more and more frequently in today's interconnected world. In the last few years alone, we have dealt with a global pandemic, economic recessions, cybersecurity threats, climate change events, and major supply chain issues.
Life is full of stress, challenges, and unexpected difficulties. Having resilience—the ability to adapt well and recover quickly from tough times—can help you manage difficult situations with more ease. Resilience isn't necessarily an inherent trait you either have or don't have; it involves behaviours, thoughts, and actions that you can develop and strengthen over time.
As a manager, you face a huge number of challenges on a daily basis - from solving problems and resolving conflicts amongst your team, to dealing with tight deadlines and stretched resources. All of this can take a toll over time, leading to feelings of burnout, stress and overwhelm.
As managers in today's complex business environment, developing strong working relationships across different departments and functions is no longer just a "nice to have" but a critical necessity. Silos between teams can severely limit information sharing, alignment, and innovation.
As a manager, having influence over your team is crucial for accomplishing goals and driving results. However, influence isn't just about formal authority. You can increase your influence by understanding human psychology and using specific techniques tailored to motivate employees.
In today's fast-paced and complex business environment, senior leaders face immense pressure to deliver results and guide their organisations through constant change. While technical skills and experience are crucial, research shows that the emotional intelligence, self-awareness and leadership capabilities of top executives also play a critical role in determining organisational success.
As a manager, your job is to get work done through others. While you have formal authority, real influence comes from building trusted relationships with your team. Here are 5 tips to help you influence outcomes and drive results: 1. Connect work to purpose.
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I'm Bob Bannister, owner, and trainer at iManage Performance, the specialists in training for remote workers and managers with over 20 years of experience in this sector.
As the UK has rapidly shifted towards working from home, this challenges the norms in which we work and manage We can help to fast track your remote management or team skills. Speak to us about our training options today.
call today +44 (0)1444 474247
email bob.bannister@imanageperformance.com
