Managing Managers: Secrets to Success

Managing managers is a unique challenge in the world of leadership. It’s one thing to lead a team of individual contributors, quite another to guide those who are leaders themselves. This task requires a delicate balance of skills, including the ability to delegate effectively, communicate efficiently, and develop the leadership capabilities within your managerial team.

At the heart of this challenge is the “ripple effect.” The way you manage your managers can have far-reaching implications throughout your organization. Good management practices at this level can lead to improved team morale, higher productivity, and a stronger, more cohesive corporate culture. Conversely, poor management can lead to a breakdown in communication, loss of trust, and decreased employee engagement.

In this blog post, we’ll dive into the art of managing managers. From mastering the art of delegation to developing leadership skills in your team, we’ll explore various strategies to help you lead your leaders. By the end of this post, you should have a comprehensive toolkit for effectively managing managers, ensuring not only their success but also the success of their teams and the organization as a whole. Let’s get started!

The Art of Delegation in Management

In the realm of managing managers, the art of delegation stands as a cornerstone. It’s not merely about distributing tasks; it’s about entrusting meaningful responsibilities and enabling your managers to make impactful decisions. However, the crux lies in striking a harmonious balance between providing autonomy and maintaining appropriate oversight.

Trust but verify: This approach is pivotal in delegation. You should trust your managers with their respective responsibilities while also having mechanisms to check on their progress. For instance, if you assign a manager to lead a new project, rather than micromanaging every detail, you could set up weekly check-ins to discuss milestones, challenges, and support needed. This way, you’re informed and they retain ownership of their work.

Empowering your team: Empowerment is more than task allocation. It’s about giving managers the authority and resources to make decisions. Consider the approach of Google under the leadership of Sundar Pichai. Google famously encourages its managers to think like CEOs of their own areas, fostering a culture where decision-making is decentralized and managers are empowered to innovate. This approach requires clear communication about their decision-making boundaries and confidence in their judgment. For instance, a manager at Google might be given the freedom to experiment with a new product feature or workflow, reflecting a high level of trust and empowerment.

Effective delegation is not just a tool for efficiency; it’s a catalyst for growth and development. By finding the right balance between autonomy and oversight, and empowering your managers as Google does, you foster an environment where managers feel supported yet have the freedom to innovate and lead, setting the stage for a dynamic and effective leadership team.

Communication is Key

In managing managers, effective communication is indispensable. Understanding and adapting to the varied communication styles of your managers is essential to ensure clarity and effectiveness in your interactions.

Navigating different communication styles among managers: Each manager may have their own preferred way of communicating, be it through detailed emails or brief, informal meetings. As a leader, adapting to these styles is key. You might, for instance, conduct regular team meetings that encourage various forms of communication, allowing everyone to express themselves in their most comfortable manner.

Encouraging use of the open-door policy: To truly implement an open-door policy, it’s crucial to create an environment where managers feel at ease to approach you. One strategy could be scheduling regular, informal “office hours” specifically dedicated to open discussions. This approach signals that you’re available and willing to listen, thereby encouraging managers to take advantage of the policy.

The role of feedback in building a strong managerial team: Constructive feedback is vital for team growth. A great example is the feedback culture at Microsoft under Satya Nadella’s leadership. Nadella emphasizes a growth mindset, where feedback is seen as a tool for continuous learning and improvement. In this approach, specific and actionable feedback is provided regularly. For instance, rather than vaguely complimenting a manager, point out how their specific action or decision positively impacted a project. Similarly, when addressing areas for improvement, provide clear, constructive suggestions rather than general criticisms.

Effective communication goes beyond mere exchange of words; it’s about creating a space where listening, understanding, and respectful responding are prioritized. By focusing on these aspects, you not only enhance the performance of your management team but also foster a stronger, more unified working environment.

Developing Leadership Skills in Your Managers

Cultivating the leadership abilities of your managers is a pivotal aspect of managing managers, which involves not only enhancing their current skills but also preparing them for future roles through succession planning.

Incorporating Succession Planning: Identify managers who show promise for higher leadership roles and integrate this into your succession planning. This means providing them with experiences and challenges that prepare them for future senior roles. For example, a manager showing potential for an executive role might be involved in strategic planning sessions or cross-departmental projects to broaden their experience.

Tailored Training with Specific Focus Areas: It’s crucial to develop individualized training plans for your managers, focusing on specific areas of improvement. For instance, a manager proficient in technical skills but lacking in team leadership might benefit from training in emotional intelligence, conflict resolution, and motivational techniques. Another manager might require training in advanced project management or strategic thinking to enhance their operational effectiveness.

Creating a Managers’ Forum: Establish a forum where your managers can share best practices, challenges, and learn from each other as well as from you. This could be a monthly round-table discussion or a more formal peer-mentoring program. In these sessions, encourage open dialogue about what management techniques are working, what aren’t, and explore new ideas. This is also an opportunity for you to learn from your managers, acknowledging that effective management practices can come from any level in the organization.

By focusing on these areas, you not only develop the individual capabilities of your managers but also strengthen the overall leadership structure within your organization. This approach ensures a robust pipeline of skilled leaders ready to step into more significant roles as they arise, benefiting the entire organization in the long run.

Performance Evaluation and Improvement

Effectively managing managers includes a comprehensive approach to evaluating their performance and steering them towards continuous improvement. This process should be well-structured, transparent, and growth-oriented.

Setting Measurable Goals for Managers: It’s essential to set clear, quantifiable goals for each manager, aligned with the organization’s overarching objectives. For instance, you might set goals related to improving team engagement, measurable through employee satisfaction surveys, or increasing departmental revenue, tracked through quarterly financial reports. Utilizing SMART (Specific, Measurable, Achievable, Relevant, Time-bound) criteria ensures these goals are both challenging and attainable.

Constructive Criticism: How to Deliver Feedback That Leads to Growth: The art of delivering constructive criticism is crucial. Take the example of Netflix’s approach, where feedback is given candidly and immediately, focusing on specific behaviors and outcomes. If a manager is struggling with delegation, instead of a vague suggestion to ‘delegate more’, you might say, “In project X, delegating Y task to your team could have led to a more efficient outcome.” This approach emphasizes specific actions and their impact, fostering a culture of open, growth-focused feedback.

Celebrating Successes: Recognizing and Rewarding Managerial Achievements: Recognizing and rewarding the achievements of your managers is as vital as guiding them through their shortcomings. Acknowledgment can take many forms, from formal award ceremonies to simple shout-outs in team meetings. For example, highlighting a manager’s successful project completion during a company-wide meeting not only boosts their morale but also sets a positive example for others.

The cycle of evaluating and improving managerial performance is an ongoing one. By setting the right goals using effective methodologies, providing constructive feedback inspired by successful industry practices, and recognizing achievements, you create a culture of continuous improvement. This process keeps managers engaged and aligned with the organization’s goals, driving overall success.

Managing managers is a multifaceted challenge that requires a blend of strategic thinking, effective communication, and a keen understanding of individual and team dynamics. Through the practices outlined in this post, you can develop a strong team of managers who are not only effective in their roles but also instrumental in driving the success of the entire organization.

Summarizing key takeaways for managing managers: Remember, the key to successfully managing managers lies in balancing autonomy with guidance, fostering open and effective communication, nurturing leadership skills, building a cohesive team, and continuously evaluating and improving performance.

Encouraging continuous learning and adaptation: The landscape of management is always evolving. Encourage your managers to stay abreast of new trends, technologies, and management techniques. This continuous learning approach ensures that both you and your team remain adaptable and ready to tackle future challenges.

Final thoughts: The ongoing journey of leadership development: Managing managers is not a destination but a journey. It involves ongoing learning, adaptation, and growth. By embracing this journey with an open mind and a commitment to excellence, you can lead a team of managers who are not just efficient in their roles but are also evolving as leaders, contributing significantly to the growth and success of your organization.

In the end, the success of your managers is a reflection of your success as a leader. By investing in their growth and fostering an environment of collaboration, communication, and continuous improvement, you’re setting the stage for a thriving and dynamic organization.