3 Important Team Management Strategies That You Need Today

As someone who has hired a team, managed a group in conflict, mentored corporate women and even let someone go who wasn't compatible for the work - I completely understand the difficulty that comes along with managing a team. On teams, there are different expectations, demands and sometimes agendas. Oof! Even still - if you are a manager, you have the ability to employ a team management strategy that will lead you to success.

Often, being a "manager" simply seems like a company requirement: "manage these people." You're placed in that role and then told to go forth, with an empty toolbox. Corporations have been good at providing managers with information on how to manage processes but have not been as good at giving managers the tools that they need to manage people. That needs to change. Managing a team should not just be about you dictating what you think it best and providing guidance.

It is about helping the employee elevate themselves by coaching them to success, which impacts the company processes and thus, the bottom line. It is all interrelated. Here are 3 important strategies to better manage your team:

1. Managers need to employ a strategy of compassion. Managers need to show their team that they care for them individually and collectively. One way to do that is by asking detailed questions about the employee's individual skill set, drive and passion. It also is a wonderful way to humanize the workplace and engage on a more intimate level. By expressing compassion, you as a manager are training your brain to do it more often and you're showing your team that you care for who they are, not just what they do. Finally, by learning more about the employee, the manager can begin to match the employee to the company's needs and ensure compatibility and longevity.

2. Managers need to employ a strategy of conflict resolution. Conflict resolution includes: (1) active listening; (2) asking clarifying questions; (3) communicating clearly and consistently. By undertaking a strategy of conflict resolution, managers are naturally engaging employees and allowing them to contribute in discussions, creativity and problem solving. This can help the team built unity where everyone's voice is appreciated and included.

By undertaking a strategy of conflict resolution, managers are naturally engaging employees and allowing them to contribute in a unique way to discussions, creativity and problem solving.

3. Managers need to employ a strategy of persistent learning. Learning should be a lifelong journey. Someone in a manager position can learn something new from their team quite regularly if they are intentional. One way to do this is by asking for feedback. Feedback is a gift. Learning how to be better at being a manager is also a wonderful way for managers to commit to their own personal and professional development.

If you are interested in taking your own management skills to another level by learning how to lead with empathy or how to better your conflict resolution skills, send an email to info[at]avinuconsulting.com.

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