What is the most important quality a manager should have in today’s work environment to effectively oversee teams of people?
Alina Florea
Performance Coach for Professionals Aiming High
79
03/30/22 at 2:52PM UTC
I would say emotional intelligence and I would cover here (1) empathy for both others and self, (2) patience in relationships and in front of life hassles, (3) ability to respond different to different people while maintaining a shared outlook over what is important in relationships, in the job, in the company. Of course other technical abilities such as use of various apps and technologies is important, as well as having functional and certain cross-functional knowledge, all thgese helps to establish credibility with the people you manage. But once you have the technical credibility established, it is maintaining it and grroming it in every relationship that manager has with individuals and groups becoming very important, even more important than technical credibility. It is also the place where credibility gets lost very easy.
Cecilia JejeBusiness Process & Productivity Improvement
26
12/30/21 at 3:57AM UTC
The manager must have the ability to lead him or herself first before he can truly lead others. and begin to delegate. A manager with poor personal productivity (time management, email management , doc management etc) will find it difficult to lead.
ElenaDistrict Manager Austin
66
08/03/21 at 5:04PM UTC
Strong communication skills (speaking, listening, written, verbal and non verbal). A leader who has the mastered the art of communication is more likely to understand others which will allow them to better support them. They will be trusted which will encourage their team to be open and honest.
Bunmi Ajagunna
17
07/20/21 at 9:26PM UTC
Emotional intelligence (during these times). It's important to feel what your team members are feeling and that will result in helping your communication....which in turn delivers great results
Anonymous
07/19/21 at 4:34PM UTC
Organization. If you're not organized and don't know what everyone's doing or how to prioritize it, things will get lost and things will get messy (especially in a hybrid workplace).
Anonymous
07/18/21 at 6PM UTC
understand the work that you are supposed to be managing. if you don't know the work involved, you won't be a credible source for those under your leadership.
Melanie WexlerCareer & Life Coach - Goals, Success & Mindset
1.36k
07/18/21 at 5:58PM UTC
Good managers hold themselves to the highest standards so that their employees will have a clear example of what they should strive for. Being an individual of integrity and always being honest and professional is in my opinion crucial skills for strong managers.
Jackie RukaProfessionalHappyologist Thrive in your purpose.
2.73k
07/18/21 at 5:31PM UTC
Being a positive leader and serving your team to be the best they can be, IMO.
Anonymous
07/18/21 at 4:31PM UTC
My junior colleagues appreciate that I listen to them in terms of what’s also going on with them beyond work since we are all still fully remote. The stress or other things going on in their home lives absolutely impacts their work right now, so the more I know, the more I can be supportive for them as well as making sure everything is getting done. For example, one team member is juggling work and 3 small children. So being flexible with meeting times made the world of difference for her in the morning, and she’s far happier and more productive as a result.
They also appreciate that I keep them in the loop with company or client developments, so they feel we are really a team.
I can also say from my perspective what isn’t working with my manager. She is not very collaborative and has a very competitive nature. As such, she has a knack for puttting everyone on the team on the defensive. A lot of it is the way she phrases things on calls or in emails. So my advice is for managers to reread or think before they speak in terms of “how can this be interpreted?”
For example, we are restructuring and there will be changes as a result. Everyone is nervous and fearful. Her response to team questions about what does this mean to our team is “I don’t know.” In a call with just her, I tried to explain that a little more detail would have put people at ease vs assuming she’s hiding something. I gave her the example that by saving “we are looking at teams and resources across the board. Nothing is final yet, so just be patient while we figure it out’” is so much more positive than just saying “I don’t know.” She’s been nasty to me for a week now.
