Developing People Skills for Managers

Would you work for an arrogant boss who is always aloof and keeps his/her distance? Of course not--and neither will employees, not for long, and never will they be able to work well.

While most of us feel that we do not paint this picture, it is found quite often that we do not realize how too many of our teammates perceive us this way.

The reason we are lulled into such insecurity may be because of the fact that most managers do well when there is a small team and also when the business is in the budding stage. We have time to meet, to listen and to play the good people manager.  As the team size grows proportionate to the business and most importantly, there is trouble in paradise is when we tend to see ourselves in the mirror.

The reason for this might be that many managers grow into their roles not because they are strong people persons but because they have good technical skills or because, they are good at selling or bringing in business. It is very rare that someone became a manager because he or she gets along well with people.

It is disappointing that the sole factor that helps an employee grow into their role as a manager can be the factor that pulls them down as a manager at a later stage. The single mindedness that takes to develop your technical skills or bring in business can severely undermine your abilities to empathize as a manager.

Most people who reach the top are without an exception hard working and smart at their work but this can often lead to them judging other employees by their own standards. Remember one thing, you are here because you are unique and for the same reason, everyone cannot be unique.

For any business to stay afloat, you need people to pull it along and that is where people skills come in. A manager needs to get their vision across to the team, listen to feedback, identify things that go wrong early on and understand how people feel about working for you.

While these are the key elements, skills need to be combined with the right attitude. One needs to respect people and listen in to what they have to say. They need to communicate often and have compassion in equal measures.

In order to seek collaboration from people, one needs to be brutally honest in rating oneself. This rating will not usually come from your team but might come from a professional consultant or a good friend whose services you might want to seek. Once the verdict is out, try to tune in to the areas you can easily improve followed by the ones that take some effort. Remember, to get hurt emotionally early on in your path might mean less sorrows later.

Contrary to the popular perception, being an empath and a peoples person isn’t tough but the fact to accept that there is a problem underneath is.

Once the problem is identified, adopt a style that best fits your personality and business needs. You may seek inputs from consultants, friends and well wishers in determining the right fit for you. Specialised courses too might help. Also, bring in people who suit your requirements. That way, there might be minimal clashes and the business shall run smoothly. Determine if you need to bring in those who need lot of guidance and direction as opposed to those who will survive in an environment with minimal contact.

Know your shortcomings and add on people who will bridge those gaps. Once people know that you care, most will go the extra mile with you even if you are a good communicator.