Successful management requires a person with the abilities to project, lead, and persuade others to complete a project. Over the years, I’ve worked with several private and public managers with several different management styles, and I’ve also managed several projects and others as well. The range of management levels varies significantly; one manager cussed out employees in team meetings, one manager made open sexual advances towards 90% of women who worked under him, and now the first business has closed down and the second business has a high turnover rate (and suprisingly no lawsuits). As I made my way through college I begin applying these different concepts toward past, and present management styles and learned what NOT to do as a future manager or leader. Some of the more effective approaches for successful management I’ve learned and used that worked was Myers-Briggs Assessment, Tuckerman’s Theory, and Goeller Scorecard to name a few. After a few years of doing all the aforementioned modules among others, I’ve decided to combine the models into 4-steps for successful management. NOTE (team sizes are most effective at 5-7 preferably, but still very efficient for up to 15 people)
The Development phase is the foundation for the project; at this level, the mission, purpose, and timeline of the project is established. The next step is finding the resources consisting of finances and qualified people needed to complete the project. *REMEMBER: Choose your members carefully, “You’re only as strong as your weakest link.”*
The Expectations phase is established at the first meeting, each person should serve as an important role that comply’s with the mission and purpose of the project. Also, this is the time to introduce everyone and discuss the timeline and scope of the project. Hold each person accountable for their task given so they feel important to the project, but offer to help if they need it. As a manager, its your responsibility to inspire the members to help complete your vision of the project.
The Continuity phase is that mid-way point of the project, and everyone’s capable of doing their job. During this phase managers should avoid micro-managing, but check in with each member to see how their tasks are coming along and if they need to any advice or implementation. During this phase its important to forecast and address possible issues that simply were not visible at the beginning of project. These issues may range from employee sickness, weather, additional financial cost, or legal issues that may intervene with the project.
The Performance phase involves the quality of work that is being displayed by your team. The final results of the project stems from the level of performance given throughout the project. The level of performance is measured by the first-three steps of management. This is the time to analyze excessive cost, hours of work, and capabilities of the team for future improvement. More importantly the results of the project is an reflection of your true management skills.
What experiences did you encounter as a manager or working with one??
YOUNG N EDUCATED 