How to Manage Managers: A Comprehensive Guide Managing managers requires a different set of skills compared to leading a team of individual ...
How to Manage Managers: A Comprehensive Guide
Managing managers requires a different set of skills compared to leading a team of individual contributors. As a senior leader or executive, your role extends beyond managing tasks and operations—you’re responsible for guiding and developing those who manage others. This requires a strategic approach to leadership, communication, and empowerment. Here are key strategies to effectively manage managers and ensure that your leadership positively impacts the entire organization.
1. Set Clear Expectations
- One of the most important things you can do when managing managers is to set clear expectations. Ensure they understand their roles, responsibilities, and the objectives they need to achieve. This involves not only outlining key performance indicators (KPIs) but also clarifying your expectations around leadership style, communication, and decision-making.
For Example: Let your managers know what autonomy they have in decision-making, how often you expect progress updates, and how they should align their teams with the overall company strategy.
2. Empower, Don’t Micromanage
- Trust is key when managing managers. It’s important to delegate responsibility and give them the autonomy to make decisions within their teams. Micromanaging not only stifles creativity but also undermines their authority and confidence. Instead, provide the tools, resources, and guidance they need to succeed, but step back to let them lead.
Tip: Establish regular check-ins rather than hovering over daily tasks. This keeps communication open without intruding on their leadership space.
3. Focus on Leadership Development
- Managers play a critical role in shaping the culture and productivity of their teams. Investing in their leadership development ensures they can effectively manage their own teams. This might involve offering coaching, mentorship, and leadership training to improve their decision-making, emotional intelligence, and conflict resolution skills.
Practical Step: Encourage managers to attend leadership workshops or enroll in courses that align with the needs of the company, such as people management, communication, or strategic thinking.
4. Create a Culture of Open Communication
- Encourage a culture where communication flows freely between you and your managers. They should feel comfortable coming to you with challenges, feedback, or suggestions. By fostering an environment of open dialogue, you not only keep an ear on what’s happening in the teams below them but also create a space for innovation and continuous improvement.
Actionable Advice: Hold regular one-on-one meetings with each manager to discuss not only performance but also roadblocks, team morale, and potential improvements. This builds trust and ensures transparency across all levels of leadership.
5. Provide Constructive Feedback and Recognition
- Managers, like any other employee, need feedback to grow. Constructive criticism, when delivered thoughtfully, can help them improve their leadership skills. However, it’s equally important to recognize their achievements. Positive reinforcement motivates them to continue excelling in their roles.
Best Practice: Give feedback that is specific, actionable, and tied to overall goals. Balance this with praise when they excel, especially when they make decisions that positively impact their teams or the company.
6. Encourage Collaboration Between Managers
- Building a strong team of managers requires fostering collaboration and knowledge-sharing among them. Encourage cross-team collaboration where managers can share best practices, solve common challenges, and work together on company-wide initiatives. This strengthens cohesion and prevents silos from forming within the organization.
Tip: Host regular leadership meetings or create a shared platform for managers to discuss challenges, successes, and strategies to improve team dynamics.
7. Align Their Success with the Company’s Success
- Managers need to feel that their work is contributing to the broader goals of the company. Help them see the connection between their team’s performance and the company’s overall success. When managers understand how their efforts directly impact the organization’s mission and goals, they are more engaged and motivated to perform at their best.
Strategy: Clearly communicate the company’s vision and objectives, and work with your managers to align their team’s goals with these larger aspirations. Help them break down the vision into actionable steps for their teams.
8. Handle Conflict and Underperformance Strategically
- Conflicts among managers or within their teams are inevitable, and how you handle these situations is crucial. Address conflicts early and fairly, providing guidance on resolving issues through communication and collaboration. When dealing with underperformance, assess whether the issue lies in management style, resources, or external factors before taking corrective action.
Practical Step: In cases of underperformance, use coaching and mentoring to help managers identify where they can improve. Create a performance improvement plan with clear steps and timelines for growth.
9. Promote Accountability
- Hold managers accountable for their decisions and outcomes. When they understand that they are responsible for both successes and failures, they are more likely to lead their teams effectively. However, accountability should be paired with support, ensuring they have the tools and guidance they need to achieve their goals.
Best Practice: Use performance reviews not only to assess team outcomes but also to evaluate the manager’s effectiveness in leadership, communication, and problem-solving.
10. Be a Role Model
- Finally, remember that your managers will look to you as their example. Demonstrate the leadership qualities you want to see in them. Lead with integrity, make thoughtful decisions, and show empathy in your interactions. By setting the standard, you inspire your managers to reflect those values in their own leadership.
Key Point: Your actions set the tone for the entire leadership team. By modeling the behavior you expect, you can shape a culture of accountability, collaboration, and excellence.
Conclusion
Managing managers requires a balance of empowerment, guidance, and accountability. By setting clear expectations, fostering open communication, and investing in their development, you enable your managers to lead effectively. This not only benefits their teams but also strengthens the organization as a whole. When managed well, managers become powerful assets who drive growth, innovation, and success across the company
