SUPERVISORY SKILLS - 5 Steps to Delegating and Supervising

5 STEPS TO DELEGATING AND SUPERVISING

By Brian Tracy

There are 5 steps to delegating and supervising that guarantee that your expectations are met and success results are achieved.

Step One

The first step in delegation is to become perfectly clear about the results that you desire from the job. The greater clarity you have with regard to the results expected, the easier it is for you to select the right person to do the job.

Step Two

The second step is to select a person based on his or her demonstrated ability or success at doing this job. Never delegate an important job to a person who has never done it before. If the successful completion of the task is important to the success of your business, it is essential that you delegate it to someone who you confidently believe can complete the task satisfactorily.

Step Three

Third, explain to the person exactly what you want done, the results that you expect, the time schedule that you require, and your preferred method of working. The reason that you are in a position to delegate a task is because you have probably already mastered this task. Taking the time to teach and explain the best way to do the task based on your experience is an excellent way to ensure that the task will be done as you wish and on schedule.

Step Four

Step four is to set up a schedule for reporting on progress. If it is an important task, set up a deadline for completion that is a day or a week before your actual deadline. Always build some slack into the system. Then, check on the progress of the task regularly, very much like a doctor would check on the condition of a critical care patient. Leave nothing to chance.

Step Five

Step five, inspect what you expect. Delegation is not abdication. Just because you have assigned a task to another person does not mean that you are no longer accountable. And the more important the task, the more important it is that you keep on top of it.

What task can you effectively delegate to someone else? Which one of your employees can handle the task efficiently?

MANAGERIAL SKILLS - The Surprising Quality That Makes a Great Boss

by Ned Smith, BusinessNewsDaily Senior Writer   |   July 04, 2012 06:58am ET

Former Apple CEO Steve Jobs was legendary for obsessing over details as he micromanaged Apple to greatness. But attention to that level of detail is not the way to go for most mortal managers, says J. Keith Murnighan, a professor at the Northwestern University's Kellogg School of Management. He thinks most managers would be better doing nothing.

Of course, Murnighan is not really advising managers to literally do nothing. But in his new book, "Do Nothing!: How to Stop Overmanaging and Become a Great Leader" (Portfolio Hardcover, 2012), the professor of management and organizations at Kellogg suggests that the most successful leaders delegate virtually all the regular work to their staff.

That approach, he says, will free up their own time so they can facilitate and orchestrate everyone else's performance. The net-net, as they say in management speak, is that it will not only improve morale, but it will also result in a better product and a less stressful life for the leader.

For most hard-charging leaders, though, disengagement itself is fraught with challenges, Murnighan says.

"Doing nothing is not easy for people who like their work and are driven to succeed," Murnighan says.

Part of the problem is that people get promoted for being good at what they've been doing, not necessarily because they have shown signs of being good managers. They need to learn how to let go.

"Successful leaders must shift gears and, literally, do less of what they used to do, even though they were good at it," Murnighan writes in his book.

The rub, he says, is that they feel so comfortable using their old, established skills that they often have a hard time changing.

But doing nothing creates all sorts of benefits, Murnighan says. It results in a more satisfied workforce, a better end product, lower turnover, more time for planning and more relaxed managers.

"People on your team will reveal skills that you never knew they had, and they will accomplish things that go far beyond your estimate of their capabilities," he writes.

Source: http://www.businessnewsdaily.com

MANAGERIAL SKILLS - 5 Things a Boss Should Never Say

by Chad Brooks, BusinessNewsDaily Senior Writer | September 19, 2011 04:47pm ET


It's easy for bosses to get close to their employees, especially at a small company. But, no matter how friendly or comfortable you are with your team, there are certain things you should never tell you employees. 

Here are the top five:


What not to tell: Confidential information. – Jeri Denniston,Certified Strategic Management Professional for the Haines Centre for Strategic Management

"Never share anything told to you in confidence by one employee with any others. To do so destroys trust , is disrespectful of that trust, and ruins your ability to mentor and coach your staff," Denniston said.



What not to tell: How wonderful you are. – Maynard Brusman,consulting psychologist and executive coach at Working Resources

"Telling your employees how smart you are needs to stop. Employees view bosses who exhibit this behavior as arrogant and condescending. It undermines motivation, engagement and productivity," Brusman said.



What not to tell: Disagreements with your superior. – Barb McEwen,master executive coach and organizational strategist for 20/20 Executive Coaching Inc.

"A leader should never tell employees about any disagreements or personal issues amongst the management team. To undermine one's teammates or your leader is political suicide. Once the management team agrees in a certain direction, then everyone on the management team must be united in moving the vision forward," McEwen said.



What not to tell: Do what I say because I am in charge. – Joel Garfinkle,founder of Garfinkle Executive Coaching

"This is taking advantage of your title and level in the company. You can’t get your employees to do what you want just because of your title," Garfinkle said.



What not to tell: Your personal ups and downs. — Tricia Scudder,founder of Executive Coaching Group

"To be an effective leader, you need to be able to put aside your moods, your doubts and the morning's argument with your spouse in order to focus yourself and your team on reaching the company's goals," Scudder said.

MANAGERIAL SKILLS - The 5 Things All Great Managers Do

by Chad Brooks, BusinessNewsDaily Senior Writer | March 26, 2014 09:56am ET


If it seems like your boss isn't cut out for their job, you're probably right.

Despite the importance of putting the right people in charge, companies fail to choose the managerial candidate with the right talent for the job 82 percent of the time, according to new research from Gallup. The research revealed that, overall, just 1 in 10 people possess the talent needed to manage others.

The study's authors said that while many workers are endowed with some of the necessary traits, few have the talent needed to help a team achieve excellence in a way that significantly improves a company's performance.

"These 10 percent, when put in manager roles, naturally engage team members and customers, retain top performers, and sustain a culture of high productivity," the study's authors, Gallup managing partner Randall Beck and Jim Harter, chief scientist in Gallup's workplace management practice, wrote in the research. "It's important to note that another two in 10 people exhibit some characteristics of basic managerial talent and can function at a high level if their company invests in coaching and developmental plans for them."

Gallup listed these five talents of great managers. 

They motivate every single employee to take action and engage employees with a compelling mission and vision. They have the assertiveness to drive outcomes and the ability to overcome adversity and resistance. They create a culture of clear accountability. They build relationships that create trust, open dialogue and full transparency. They make decisions based on productivity, not politics. "Very few people can pull off all five of these requirements of good management," the study's authors wrote. "Most managers end up with team members who, at best, are indifferent toward their work -- or, at worst, are hell-bent on spreading their negativity to colleagues and customers."

The research suggests that companies miss the mark on hiring managers because the conventional selection process is ineffective. When Gallup asked U.S. managers why they believed they were hired for their current role, they commonly cited their success in a previous non-managerial role or their tenure in their company or field.

"Most companies promote workers into managerial positions because they seemingly deserve it, rather than have the talent for it," the authors wrote. "This practice doesn't work."

Researchers say the good news is that sufficient management talent exists in every company.

"It's often hiding in plain sight," the authors wrote. "Leaders should maximize this potential by choosing the right person for the next management role using predictive analytics to guide their identification of talent."

Originally published on Business News Daily.

MANAGEMENT SKILLS - The Madness of Outdated Management

d Frauenheim -  3/21/14

Failure to focus on results rather than face time, and to pay enough attention to esprit de corps, are more damaging than time lost to the March Madness basketball tournament, argues John Challenger

As John Challenger sees it, managers who worry too much about the March Madness college basketball tournament distracting employees are themselves distracted — from the best ways to lead people in today’s fluid workplaces.

Challenger is CEO of outplacement firm Challenger, Gray & Christmas. He famously claimed a few years ago that U.S. businesses lose as much as $1.8 billion in productivity thanks to the NCAA basketball tournament. But that whopping figure — based on a rough calculation of time employees focus on the college games multiplied by average earnings — was always meant to be lighthearted, Challenger said.

Bigger problems than workers watching too much basketball, he said, are the failures by some organizations to focus on results rather than face time, and to pay enough attention to esprit de corps. In an age when employees often are expected to be available during evenings and weekends, companies must be willing to let life bleed into work some, Challenger suggested. And given the way relationships among employees have weakened over the years, organizations would do well to cultivate camaraderie to engage and retain their people, he said.

March Madness, in fact, can help firms win on both the work-life and team-building fronts, Challenger said. Talent Management spoke recently with him about how the attention-grabbing tournament just might be a manager’s best friend.

A few years ago, you said employers lost more than $1 billion in productivity because of March Madness. What’s the logic behind that?

Really, absolutely none. It was fundamentally meant to be tongue-in-cheek. But it brings up interesting issues regarding what our workplace is like today. We used to measure productivity in terms of hours worked. You’d go to your job and you’d clock in and you’d clock out. Unions would make rules. Here is your break time. Here is your work time. Very defined.

Today’s workplace really can’t be measured by time. It’s the wrong way to think about it. But we’re still caught up in that. Bosses, companies, workers — it’s our Puritan ethic. Our nose gets out of joint if we think we’re wasting time.

But it’s really not about that anymore. It’s about the amount of work and quality of the work you do.

Is distraction increasing or decreasing as a problem in the workplace?

It’s a lot different than it used to be. Maybe they’d allow me a radio and I could listen to that at my desk — and probably not, in most cases. Now we have the Internet at our desks. I can read about news events. I can read my Twitter or my Reddit, or I can shop on Amazon. I can play games, watch movies or go to my Facebook page. The distractions are out-of-control different from what they used to be. It’s just that we’re not in the same box anymore.

So it’s not a bigger problem, it’s a different problem? We’re bringing more of our life into our work?

And you’re bringing more of your work into your life. There’s no longer any discrete boundary between, “I’m either at work or I’m on my personal time.”

We’re at some pretty low engagement levels. Are disengaged employees at greater risk of being distracted at work?

It’s another version of this “Bowling Alone” culture that we’re in. People don’t do things together anywhere near how much they did in the 20th century. Everyone’s much more doing things on their own. Instead of playing cards together, we play by ourselves — solitaire or poker online on the computer.

The same thing happens in the workplace. People are less engaged because they know each other less. There are more temporary employees around that you don’t know. There are more part-timers. There are people with shorter tenures. You’re not the godparent of the kids of your co-worker anymore. You don’t go out to bars as much after work.

The less engaged someone is in their work, the more vulnerable to distractions they are.

What about higher levels of work expected of employees? Do you almost need opportunities to let off steam, perhaps by filling out your March Madness bracket or checking World Cup scores?

Absolutely. This is our world — a much more attention-deficit culture.

So I do think that smarter companies, more cognizant of the era, less focused on hourly work and thinking of work as based on time, are thinking about it in terms of productivity. And their best workers, they’re saying, “Fabulous, just judge me on my work output and the quality of work I do. And please don’t tell me what I can do and what I can’t do. Treat me like an adult. I’m going to get a lot of work done for you and it’s going to be great work. But if I want to go take a vacation for three days, and I can make sure that my work gets done, let me. Or if I want to take a long weekend to go skiing, don’t tell me I can’t take off Friday. Don’t tell me I can’t watch the NCAA game. That’s crazy. I’m going to get the work done.”

Then you get the people who don’t get much work done. They may work 12 hours a day, but they get half the work done as everybody else. Now all of a sudden they’re exposed.

Do you think it’s wise for companies to grab on to March Madness and organize office pools?

If you can’t beat ‘em, join ‘em. Companies today are struggling to create bonds that tie people together. It’s not just that they’re temporary, they’re shorter-tenured, they’re part time. It’s also that they telecommute a lot more. They work at home a lot more. They work on the road a lot more. There’s less opportunity to bring people together to create relationships. Deeper relationships. And trust. That’s the secret to synergy, to creating a best company. You need to look for ways to do this.

March Madness is the quintessential sporting event of this era, at least in the workplace. There are [68] teams, so everyone in the workplace, no matter where they come from, can relate to it. If you bet on the pools, you all almost have an equal chance. You can talk about it. If you’re not a sports junkie, you can watch for two weeks and get your fix and know what’s going on. 

You can tell a little about people’s identity based on who you support, like where you’re from. It’s a sporting event that brings everyone in the country together.

Source: http://talentmgt.com

ORGANIZING SKILLS - 10 Reasons Why Organizing Everything is Important

Article by surbhi jalan

Organizing is a process of arranging things and keeping them into order. It is a part of life and can be performed at all levels. Right from your small wallet to your big family, everything needs to be organized. Imagine a house which is full of clutter and has very few necessary things or a closet with things falling from it or a messed up space where you can’t find your phone. The thought itself causes frustration and stress.  You may not realize it, but a messy and cluttered home can have a negative impact on your goals and sense of empowerment. Everywhere you look, you see a situation that doesn’t ‘sit right’ within you. With a little effort, your home could be another stress management tool at your disposal. Here are 10 reasons why organizing your stuffs is important:

 10. Effective Time Management

Effective time management

Organizing may seem to be a time-consuming task initially but in the long run, taking out the time to organize can help you save a lot of time. Working around clutter and looking for something in a messed up room, which is full of stuff can seriously hinder your productivity. A messy, disorganized home can cost you more than just your inner peace. If you don’t have a ‘home’ for all of your belongings, you spend more time trying to put things away when you’re cleaning up, and waste time looking for items when you need them.  The best tip for organizing is to make sure that there is a proper defined place for everything and the things are kept back to where it belongs to once the work is done. So, next time when you need something, you won’t have to look in a cluttered room. Trying to locate something in a messed up and cluttered area is exactly similar to finding a needle in a haystack.

9. Better Efficiency

better efficiency

The houses, the stores, the workplace and even our lives are full of stuffs.Organising ensures better efficiency by reducing the clutter and creating more space for quality work. Children’s toys and clothes should have space of their own, and family members should be encouraged to help keep such areas clean and tidy. Systems will be implemented to make sorting clothes, washing, drying and ironing as time efficient as possible. Clothes & shoes should be cleaned, ironed, maintained and kept in their appropriate places. I.e. wardrobes and drawers. Thus, organizing helps in completion of tasks in an effective and efficient way.

8. Listing Priorities

listing priorities

The phrase, “out of sight, out of mind” holds true in this case. Its human tendency to forget things that are not within their sight for too long which sometimes causes you to look over some important stuff or unfinished work.  The load of incomplete tasks can be very worrying. All the projects which are left in between and have been cluttering at your home can be a huge burden on your shoulders. Organizing stuffs can help you remember and rank important tasks. For example, a clean and arranged desk can help you deal with one task at a time.

7. Maintaining Hygiene

maintaining hygiene

Organizing helps to lessen stress, saves time for cleaning and causes less dust. All these things together cause a strong immune system and a reduced amount of disease and ill health. A disorganized place is a source of all sorts of reptiles and insects causing diseases and illness .Indirectly, organizing helps you to take care of yourself by maintaining a safe and a clean environment. A clean, healthy and hygienic environment is essential and is a source of pleasure. Also, through organizing we contribute towards our environment creating less garbage and maintaining a healthy environment.

6. Ensuring Proper Usage

Ensuring Proper Usage

By putting things at proper place and into order, you can ensure its proper usage. In a disorganized place, things are not used how they are meant to be. Like, in a cluttered place, dining room table is mainly used as a dumping ground for all unwanted things and not during meal times. You can organize by making Kitchens & Bathrooms free from appliances you no longer require and disposing off all expired food / cosmetics. Furniture should be used for its intended purpose. Sentimental items, photographs and mementos can be organized and displayed in such a manner that it is easy to view them readily.

5. Less stressful and Chaotic Life

less stress and chaos

Stress is common amongst all of the above. Mess and chaos is a major source of stress. Home is basically a safe harbor from the busy and stressful life and it safeguards from the demands of life. A messy, poorly decorated or unsystematic living space causes additional stress that you might not be aware of. Living in a space classified by order, tranquility, and a physical display of your tastes, on the other hand, can soothe you and help release stress. When you organize, the burden of all that incomplete work, messy working space, long unfinished to do list, the debt, expenditure and the cleaning process lessens. Thus the stress related to them will be reduced too. An organized home creates a comforting environment and fills you with a sense of inner peace.

4. Saves Money and Resources

saves money and other resources

In an unorganized place, you tend to forget things that you already possess and later when you happen to see the same item in store, you buy one, since you don’t remember that you already have one. Similarly, in case of emergency, you are unable to locate things and you buy a new one. But, if some time is taken out on and spent on organizing our home, things would become so easy and duplication of things can be avoided to a large extent. Duplication leads to increased expenditure and wastage of natural resources. Also, since we try getting rid of stuffs, it is less probable for us to go and buy something. Thus, we spend less on stuffs and save more. This also helps to minimize the debt volume.

3. Easy Accessibility

Easy Accessibility

It is easier to locate things in an organized place than in a clutter. By organizing, you know the exact place where things are kept and you need not spend hours finding them. This helps us to save time as well as energy. Things should be organized in such a way that they are easily accessible and can be reached without difficulty especially in case of emergency. You should be able to access all areas of your home inside and out. Your keys and other objects such as mobile phones, gloves, umbrellas etc should have a proper and fixed space. By adopting such practice, you will feel better equipped to deal with life on a day to day basis. Also, Organizing can transform the packing and moving procedure from being one of the most dreaded tasks to something very easy, convenient and fast.

2. Clarity of Goals

Clarity of goals

By keeping your desk organized, you can keep a track of all the to-do lists, bills, documents and paperwork. Unlike, in a cluttered space, there is no clarity of goal as to what to achieve and how to achieve. There are heavy chances of losing documents and papers in a disorganized space. A nice and clean system make it a lot simple to be clear about the goals and achieve them as required. An orderly workspace can help you fine tune and accomplish your daily goals, thereby helping you achieve your long term goals.

1. Less Space Needed

less space needed

The empty space that is created with organizing makes the house or the working area look bigger. Arranging things and putting them into order automatically creates space. Many a times, there are people, who say, “I need more space for my stuff”. Rather, when things are less or in proper order, you need less space. A smaller house with proper arrangement maintenance will be sufficient and satisfying for you.

MANAGEMENT - Are you a gruff boss?

by Vichitra Robinson

Managing employees can be a knotty tasks at times specially the ones who are under performing and disruptive.

But this is not just one side affair. It will be unfair to say that workplace issues are always because of difficult, non – performing employees. How we treat our employees have an impact on how they behave at work?

Have you ever riddled one of your employees in front of their co-workers? Do you ignore staff issues just because you are too busy with work? Do you ever make the underperformers feel that they are non-competent compared to others?

If yes, then this is a sure way to decrease the employee’s morale and productivity.

It is imperative to find out; do you have bad boss characteristics?

Here are few indicators to check the irrational attitude of manager.

§  Do you have difficulty in discussing goals with your staff?

§  Are you least interested in knowing the challenges your employees face at
work?

§  Do you fail to explain your staff what is expected of them? (This helps them to focus and achieve goals)

§  Are you rude and brusque with your employees?

§  Do you ignore to appreciate your employee’s accomplishments?

§  How do you treat employee – employee relations? Do you want them to be aggressive against each other in the interest of reaching organizational goals?

If any of the above and such like, applies to you and symbolises the way you deal with your staff then you fall under “Bad Boss” category.

Managing employees doesn’t require you to be just the provider of the work, rather a good manager should be more like a coach or a tutor and even he needs to act as a counsellor to his staff.

How we interact with our staff has a direct impact on employee’s performance, employee’s motivation and their job satisfaction. Employee’s morale and productivity increases with “Good boss behaviour and characteristics”.

So if you want to be successful as a supervisor or manager, you need to learn to finesse your staff’s skills and seek organizational growth with a change in your management style.

Think wisely and profoundly, how you can get off such label, if any. No manager wants to be tagged as awful boss, isn’t it?

MANAGEMENT - 10 Common Leadership and Management Mistakes

10 Common Leadership and Management Mistakes

Avoiding Universal Pitfalls

Experience is the name every one gives to their mistakes. – Oscar Wilde

It's often said that mistakes provide great learning opportunities.

However, it's much better not to make mistakes in the first place!

In this article, we're looking at 10 of the most common leadership and management errors, and highlighting what you can do to avoid them.

If you can learn about these here, rather than through experience, you'll save yourself a lot of trouble!

1. Lack of Feedback

Sarah is a talented sales representative, but she has a habit of answering the phone in an unprofessional manner. Her boss is aware of this, but he's waiting for her performance review to tell her where she's going wrong. Unfortunately, until she's been alerted to the problem, she'll continue putting off potential customers.

According to 1,400 executives polled by The Ken Blanchard Companies, failing to provide feedback is the most common mistake that leaders make. When you don't provide prompt feedback to your people, you're depriving them of the opportunity to improve their performance.

To avoid this mistake, learn how to provide regular feedback   to your team. (You can use our Bite-Sized Training session on Giving Feedback to gain an in-depth understanding of feedback, and to learn how to provide it effectively.)

2. Not Making Time for Your Team

When you're a manager or leader, it's easy to get so wrapped up in your own workload that you don't make yourself available to your team.

Yes, you have projects that you need to deliver. But your people must come first – without you being available when they need you, your people won't know what to do, and they won't have the support and guidance that they need to meet their objectives.

Avoid this mistake by blocking out time in your schedule   specifically for your people, and by learning how to listen actively   to your team. Develop your emotional intelligence   so that you can be more aware of your team and their needs, and have a regular time when "your door is always open", so that your people know when they can get your help. You can also use Management By Walking Around  , which is an effective way to stay in touch with your team.

Once you're in a leadership or management role, your team should always come first - this is, at heart, what good leadership is all about!

3. Being Too "Hands-Off"

One of your team has just completed an important project. The problem is that he misunderstood the project's specification, and you didn't stay in touch with him as he was working on it. Now, he's completed the project in the wrong way, and you're faced with explaining this to an angry client.

Many leaders want to avoid micromanagement  . But going to the opposite extreme (with a hand-offs management style) isn't a good idea either – you need to get the balance right.

Our article, Laissez Faire versus Micromanagement   will help you find the right balance for your own situation.

4. Being Too Friendly

Most of us want to be seen as friendly and approachable to people in our team. After all, people are happier working for a manager that they get on with. However, you'll sometimes have to make tough decisions regarding people in your team, and some people will be tempted to take advantage of your relationship if you're too friendly with them.

This doesn't mean that you can't socialize with your people. But, you do need to get the balance right between being a friend and being the boss.

Learn how to do avoid this mistake with our article, Now You're the Boss  . Also, make sure that you set clear boundaries  , so that team members aren't tempted to take advantage of you.

5. Failing to Define Goals

When your people don't have clear goals, they muddle through their day. They can't be productive if they have no idea what they're working for, or what their work means. They also can't prioritize their workload effectively, meaning that projects and tasks get completed in the wrong order.

Avoid this mistake by learning how to set SMART goals   for your team. Use a Team Charter   to specify where your team is going, and detail the resources it can draw upon. Also, use principles from Management by Objectives   to align your team's goals to the mission of the organization.

6. Misunderstanding Motivation

Do you know what truly motivates your team? Here's a hint: chances are, it's not just money!

Many leaders make the mistake of assuming that their team is only working for monetary reward. However, it's unlikely that this will be the only thing that motivates them.

For example, people seeking a greater work/life balance   might be motivated by telecommuting days or flexible working. Others will be motivated by factors such as achievement, extra responsibility, praise, or a sense of camaraderie.

To find out what truly drives your people, read our articles on McClelland's Human Motivation Theory   and Theory X and Theory Y  . Then, take our test "How Good Are Your Motivation Skills?"   to learn how to be a great motivator of people.

7. Hurrying Recruitment

When your team has a large workload, it's important to have enough people "on board" to cope with it. But filling a vacant role too quickly can be a disastrous mistake.

Hurrying recruitment can lead to recruiting the wrong people for your team: people who are uncooperative, ineffective or unproductive. They might also require additional training, and slow down others on your team. With the wrong person, you'll have wasted valuable time and resources if things don't work out and they leave. What's worse, other team members will be stressed and frustrated by having to "carry" the under-performer.

You can avoid this mistake by learning how to recruit effectively  , and by being particularly picky about the people you bring into your team.

8. Not "Walking the Walk"

If you make personal telephone calls during work time, or speak negatively about your CEO, can you expect people on your team not to do this too? Probably not!

As a leader, you need to be a role model for your team. This means that if they need to stay late, you should also stay late to help them. Or, if your organization has a rule that no one eats at their desk, then set the example and head to the break room every day for lunch. The same goes for your attitude – if you're negative some of the time, you can't expect your people not to be negative.

So remember, your team is watching you all the time. If you want to shape their behavior, start with your own. They'll follow suit.

9. Not Delegating

Some managers don't delegate, because they feel that no-one apart from themselves can do key jobs properly. This can cause huge problems as work bottlenecks around them, and as they become stressed and burned out.

Delegation does take a lot of effort up-front, and it can be hard to trust your team to do the work correctly. But unless you delegate tasks, you're never going to have time to focus on the "broader-view" that most leaders and managers are responsible for. What's more, you'll fail to develop your people so that they can take the pressure off you.

10. Misunderstanding Your Role

Once you become a leader or manager, your responsibilities are very different from those you had before.

However, it's easy to forget that your job has changed, and that you now have to use a different set of skills to be effective. This leads to you not doing what you've been hired to do – leading and managing.

Key Points

We all make mistakes, and there are some mistakes that leaders and managers make in particular. These include not giving good feedback, being too "hands-off," not delegating effectively, and misunderstanding your role.

It's true that making a mistake can be a learning opportunity. But, taking the time to learn how to recognize and avoid common mistakes can help you become productive and successful, and highly respected by your team.

Source: http://www.mindtools.com