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To manage people effectively, broaden your role from that of decision maker to catalyst, coach, and facilitator as well. Ask more questions, do less telling.

The biggest mistake managers make, regardless of experience level, is to think they need to have all the answers. Managing people effectively means motivating and engaging them so they feel valued and important.

The best way to really engage employees is to ask them for their input to problem solving. You can pat them on the back for a job well done, give them clear direction but if you never ask them for their advice or suggestions they will never feel fully engaged.

The key to effective people management is to realize that managers must be faciitators, catalysts, brokers and coaches, as well as decision makers. Less effective managers make the mistake of seeing their role too narrowly. They focus only on the role of decision maker, which is why they think they need to solve all work problems personally. Ineffective managers base their whole identity and confidence on their ability to provide better answers or solutions than anyone else.

Tips for Effective People Management

· Know how your team members differ. Ask them to describe their ideal manager to find out which ones simply want to be told what to do and which ones like to have a say in now things are done.

· Those who simply want clear direction and admire a firm but fair, decisive manager can be treated accordingly.

· For those who want involvement, ask them more questions. Make them come to you with options for solutions, not just problems.

· Ask more questions generally, not to gather facts but to find out what they think.

· Manage expectations by making all your sub-roles clear. Sell them on the benefits of your taking a more facilitative role. The main benefits are to engage them and foster broader ownership, also as a means of developing them.

· Hold regular one to one meetings where you ask them what went well and what didn’t since your last meeting. Push them to think of at least 3 things they did that they are pleased about. When you move onto what hasn’t gone well, use questions to draw ideas for improvement out of them. Use praise for good work as appropriate.

· Think strategically about which decisions you need to make and which you need to draw out of others.

· Delegate real developmental challenges, not just the stuff you don’t want to do.

Conclusion

To manage people effectively, you need to broaden your role to include coaching, facilitating and being a catalyst while still flexing your style for the needs of different team members.