HM Magazine 5, 7 stages, good management

What does good management look like? Recent events and industry leaders provide insight into 7 key areas to consider.

Poor culture costs the UK economy £23.6bn annually and a third of people quit their job due to the business culture (including the quality of management), according to a report from Business Matters.

1. Take risks

“I learned to always take on things I’d never done before. Growth and comfort do not coexist. If I sit here and close my eyes and say, ‘When did I learn the most in my life, in my career?’ It’ll always be when everything I think of is when I took a risk. It’s when I think I learned the most.”

Ginni Rometty, Chair, President, and CEO of IBM

2. Ask why

Simon Sinek discusses what he terms the world’s simplest idea: The Golden Circle. In this classic TED Talk video he uses the three themes of Why, How, What to explain why some organisations and people are able to inspire more than others – essentially they know why they do what they do. What made the Wright brothers take flight ahead of Langley? Why did people follow Martin Luther King? What explains the success of Apple Computers? They each have an immovable belief system.

Search for the topic to understand why unlocking the ‘why’ is an essential lesson to learn.

3. Focus on people

The traditional administrative role of human resources is changing rapidly. The future of HR involves shifting from enforcing processes to facilitating business growth and improvement. HR departments need to contribute to strategic planning and understand the impact fast-paced market changes can have on various strands of the business.

Softer themes such as culture, engagement, and achieving work-life balance are essential for retaining good talent. By 2020 it is estimated that 50% of the work force will be made up of millennials, and given the shortage of particular skills it is becoming ever more urgent for businesses to address keeping staff.

The conclusion was that if your business does not already have strategies in place to adapt to this shift, it needs to start preparing now. Without an engaged workforce, a business is likely to see its plans for growth curbed.

Insight from the Hillyer McKeown and JVP Group event: The Future of HR

4. Delegate responsibility

When business owners and upper management empower their staff, the full potential of a workforce can be realised. Colleagues ‘taking responsibility’ was one theme expressed strongly on the day; one way management can achieve this is by relinquishing control and encouraging people to make their own decisions.

Regular communication reinforcing the strategy and vision helps people understand their place in the business, and how they can contribute to its success. Once people know why they are doing what they are doing and how their input assists the business to achieve its goals, there is a stronger sense of collective ownership.

These self-realisation methods are proven to have a positive effect on the confidence of a workforce, encouraging everyone to head in the same direction: facilitating business growth.

From the HM Growth event: Scale Up: make your staff bulletproof

5. Know yourself, and know what motivates others

Four characters Sniff, Scurry (mice), Hem and Haw (little people) feature in the book ‘Who moved my cheese?’ by Spencer Johnson. The allegory describes how each character reacts to a change in circumstance, in this case when the cheese in their maze is moved, with differing degrees of success.

This is a timeless classic covering different methods of management and describes motivations which can also apply to life decisions. The characters represent four personality types:

  • Sniff readily embraces change.
  • Scurry jumps into action.
  • Hem is frightened of change and is uncertain of what it might bring.
  • Haw is adaptable and learns that change can be for the better.

The parable explores underlying drivers behind decision making and asks the reader with which character do you most identify?

6. Take the lead

Effective leadership is not restricted to the C-suite. Strong decision-making, effective action, focus and determination were qualities Andy DeLooze from Baristas Coffee demonstrated to take on ‘the big boys’. He described how playing the long game succeeded despite being opposite a Costa Coffee chain shop.

Similarly, Sim Goldblum form MaxiPotenti explained how by focussing on what he is best at, having the confidence in the quality of this product and delivering a superb service helped him build his business; he recommended stepping out and rising to the challenge.

Inspired by the Management vs Leadership Skills for Team Success event, University of Chester Business Advisory Council. Guest speakers: Andy, Sam and Justine Watkinson, Head of Employment Law at Hillyer McKeown).

7. 4 pillars of management

  1. Management – organising and conceptualising plans to achieve objectives.
  2. Command – improving efficiency through well devised ideas.
  3. Control – providing structure to improve efficiency.
  4. Leadership – covering interpersonal aspects such as having vision and boosting morale.

Being centred, balanced, transparent, ethical, empathetic, trustworthy … the tick list of ideal good management qualities goes on. Good management includes ‘walking the walk’ when the going gets tough and celebrating great teamwork.

Interested in management events? Contact [email protected]