Earlier this month I shared some management myths in the hopes they would provide you with a better insight into what its really like to be a manager. Today I’m going to share a few more and hopefully by the time we’re done you’ll understand exactly what management is NOT about.

Management Myth #4 – Managers are Systematic at All Times

Many people believe that managers have a systematic method for communicating information and getting tasks completed but this, in reality, is very far from the truth. Most managers rely less on set standards and procedures and more on their own intuitions. They’re more artful about the decisions they make than scientific.

Management Myth #5 – Managers are Autonomous

Why people believe managers can do everything on their own is a mystery to me. Sure, they’re really good at managing themselves but they, like everyone else, need input and advice from their own superiors as well. No one is perfect – not even the top CEO in your organisation.

Management Myth #6 – Internal Competition is Productive

Some organisations think that internal competitions, pitting managers against managers, is productive and will boost business. It’s better to cooperate with your peers than it is to work against them. Save the competition for your external competitors.

The life of a manager can be difficult at times. Individuals often assume managers have certain skills that they really don’t and its up to you, as the manager, to correct those assumptions. Are you ready for the challenge?

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Management Training

Click below for a:
FREE email course “Improve Your Management Skills”

As you progress through your career as a manager you’re going to find that people have certain preconceived notions about managers and their abilities. They think that managers are mind readers and are flawless in character, organisation, and technical skill.

These assumptions couldn’t be further from the truth. While those who find themselves in management positions have usually shown their superiors a certain amount of skill, they’ve also shown their superiors that they have the will and tenacity to learn more. No one takes a management role knowing exactly how everything is done. Today I’m going to share three myths about management.

Management Myth #1: Managers have excellent time management skills.

The truth here is that most managers have great time management skills but those skills are often blown out of proportion. I have, on my occasions, created a daily schedule for myself but my position as a manager does not necessarily allow me the ability to enjoy sticking to that schedule. I am constantly interrupted by my employees, phone calls, emails, and people who truly believe that what they’re working on is more important than what I am working on. At the end of the day I may find I completed 7 out of 10 tasks or, on a bad day, only 1. Time management is relative, especially when managers are responsible for other individuals.

Management Myth #2 – Managers delegate work to others and do nothing else.

I’m not sure who started this myth but I wish it would disappear. It’s usually a disgruntled employee who believes that a manager merely dumps his work on his subordinates and then goes to his office to sip a cup of coffee and read the paper. Good managers delegate tasks – that means they give away parts of a project and keep others for themselves. A true manager is always busy – both delegating tasks, completing his own, and then putting the project back together when all of the parts are complete.

Management Myth #3 – Managers have access to all informational resources.

This is, again, false. Managers ask questions and look for information but in reality their superiors in upper management often have access to additional information that doesn’t trickle down to middle management. As such, you and your team may find that you end up doing extra work that could have been avoided if only someone had given you a piece of information you didn’t even know existed.

Keep these myths in mind as your superiors, peers, and employees question and approach you throughout each day. It’s very likely that they expect you are perfect when, in reality, you’re merely working with the resources you’ve been given.

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Management Training

Click below for a:
FREE email course “Improve Your Management Skills”

According to a man by the name of Mintzberg, the roles or expectations placed upon managers can be broken down into three main categories incorporating ten different roles. As a manager you’ll find that you wear a number of hats at any given time but it is (fortunately) very unlikely that you would be responsible for all 10 at the same time but from time to time you will find yourself juggling at least a few.

Over the coming days we’ll spend some time reviewing the different roles managers are responsible for undertaking. I’d like to start today by mapping them out a bit.

The three main categories the 10 management roles fall into include interpersonal, informational, and decision making. These categories should sound familiar to you buy now. Within each category you’ll find the following roles defined:

Interpersonal:

• Figureheads
• Leaders
• Liasons

Informational:

• Monitor
• Disseminator
• Spokesperson

Decision Making:

• Entrepreneur
• Disturbance handler
• Resource Allocator
• Negotiator

As you can see, a manager has quite a number of responsibilities. We don’t usually think about our roles in such a complex manner until we see a list of tasks in front of us. Does the list seem a bit daunting? It shouldn’t. You’ve got the training you need to be in your position and can now work towards furthering your expertise.

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Management Training Course

Click below for a:
Free email course “Improve your Management Skills”

So you want to be a manager?

Chances are, if you’re reading this blog, you either are a manager or you want to become one in the future. You may want to manage a small department, run a human resources group, or maybe even own your own company. Today I’m speaking to those of you looking to work your way up the corporate ladder and become not just managers, but successful managers – no matter what kind.

I truly believe that managers are made – they’re not born. Sure, some people have natural skills that make it easier for them to communicate with people and make difficult decisions but they still need to hone those skills in order to become effective.

There are, as we’ve discussed in the past, dozens of different skills a manager needs to have in order to become successful. The question, though, is how you’re going to obtain those skills. There are two main ways:

• You’re gonig to enroll in a formal course (either in college or through your employer) and build a solid foundation. It is more common than not for individuals with college degrees to have an easier time moving up in management than those without, so keep your education in mind at all times.
• Second, you’re going to gain on-the job experience. What you learn in school will prove worthless if you never have the opportunity to practice. Contrary to popular belief, you do not have to be a manager in order to gain managerial experience. You’ll gain that experience by taking on special projects, managing your own work flow, and learning from your peers and superiors.

As you can tell, it’s ultimately going to be your responsibility to seek out the additional education and training you need to become a successful manager. On the other hand, those already in upper and middle management positions are usually watching for employees who are motivated enough to do so and, in response, will usually help them find their way onto the management track.

Will you be one of those people?

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Management Course

Click below for a:
Free email course “Improve your Management Skills”

Post-traumatic stress disorder (or PTSD) is a very serious condition that can impact people from all walks of life. Individuals who have been in serious accidents, experienced a traumatic loss, or who have served in your country’s military are likely to suffer from this disorder on some level.

It’s important to remember that people suffering from PTSD, whether they’re new or seasoned employees, may have special needs that you’ll need to be able to accomodate. Not everyone will have trouble functioning in the workplace, but those who do deserve compassion and a bit of flexibility.

Here are some things to consider:

• Does the employee suffer from memory loss? Perhaps you can create a weekly task sheet or take extra care to provide written instructions.
• Does the employee have trouble concentrating? Maybe he needs a quieter or more private workspace. He may also need a schedule that does not permit others to bother him during certain hours.
• Does the employee have time management issues? If so, you may need to break projects into small pieces, utilize to-do lists, and stay on top of deadlines.
• Does the employee seem consistently stressed? He may need a few extra short breaks or longer periods of time to complete tasks.
• Do his coworkers understand the situation? Other employees may not understand the special needs of someone with PTSD. It’s important to make sure other employees are aware of the situation – only disclosing as much information as is allowable by law.

These are only a few things to consider. Make sure you take special care when working with individuals with PTSD. They deserve the same type of compassion, understanding, and flexibility you’d give anyone else going through a difficult tome. Who knows – if you make the right accomodations you may just find you’ve hired your best employee ever!

Thanks again,

Sean

Sean McPheat
Managing Director
MTD Management Training Courses

Click below for a:
FREE email course “Improve Your Management Skills”