Skills of the modern manager
What are the essential skills for a successful manager in the modern era?
In today’s dynamic business world, the role of the manager has changed significantly. If a few years ago, a manager was defined mainly by his planning and control skills, today, this role involves a much more complex set of skills. This is a reality imposed by rapid technological developments, changes in organizational structures and the expectations of new generations of employees.
We can talk about an extensive list, but we recommend limiting ourselves to those absolutely necessary to develop in a performing manager role.
Times change and it is normal for our abilities to change as well. What were top skills 10 years ago today are considered minimum necessary for functioning.
The role of manager has evolved over time, learning a lot of things on the job. For example, how to manage the verification and approval of the monthly timesheet or the steps for conducting a coherent and effective interview.
But there are some skills that organizations want to see in managers before getting promoted.
So, if you’re an HR professional trying to communicate what the managerial and performance skills expectations are for your management team, this list might be helpful. Or, if you’re someone who wants to eventually become a manager, consider building on these skills:
- Emotional Intelligence (EQ): Emotional intelligence refers to the ability to understand and manage one’s own emotions and those around them. A manager with a high EQ will know how to motivate their team, how to manage conflicts, and create a positive and productive work environment.
- Verbal communication. Managers are coaches or intrapreneurs. They are responsible for setting expectations, providing feedback to employees, conducting training, and providing performance guidance. As such, they must be able to have an effective two-way conversation.
- Listening. Speaking of effective conversations, I didn’t want to share this with verbal communication (above) because it’s too important. The best managers know when to stop talking and start listening.
- Curiosity expressed by asking questions. Managers should be curious and willing to ask questions (instead of assuming they already know the answer). They also need to be open to letting others know when they don’t know something.
- Critical thinking. Managers need to know when to think about the “big picture” and when to focus on the details – or both. Good decision-making involves knowing when you have the right amount of information – which could be very different – depending on your thinking.
- Decision making. Managers should be able to analyse a situation and make an assessment of what to do. If they need additional information to make the decision, they can use their communication skills to get what they need.
- Time management. When managers have too many projects and not enough time, they are forced to prioritize their work. This isn’t necessarily a bad thing, unless employees become a low priority. Managers must be able to manage their time and achieve their goals – while supporting the needs of their employees.
- Ability to adapt Successful managers must be flexible and able to adapt quickly to changes in the market, technology or internal structures of the organization. This implies openness to new ways of working and approaching problems.
- Stress management. It is very difficult – almost impossible – to tell others how to manage their stressors. What we can do is figure out how to manage our own stress and understand how it affects others. Managers will not be able to perform at a high level if they allow their stress to affect the team’s performance.
- Conflict management. Managers should be able to address conflicts both in terms of helping others resolve their conflicts and be willing to defend their position, even if it means disagreeing with their boss or colleagues.
The above skills are essential for a modern manager, as each of them contributes to the success of a team and, implicitly, of the organization. In an ever-changing world, managers who develop these skills will be the ones who will successfully lead high-performing teams and adapt organizations to new challenges.
You’ve probably noticed that many of these skills are similar to those on any other employee’s list, and this makes sense.
ADDITIONAL RESPONSABILITIES FOR MANAGERS
However, managers have additional responsibilities and for this reason for them the level at which the above competencies are located is very important.
If organizations want managers to be effective, they need to help them learn all the skills, not just a few. Additionally, managers need to recognize that these skills will be something they will work on for a long time.
An effective manager must possess a diverse set of skills that include clear communication, critical thinking, and time management, in order to successfully navigate daily challenges. Empathic listening and the ability to manage conflict and stress are essential for creating a harmonious and productive work environment. Additionally, the ability to make good, informed decisions and provide excellent customer service, both internal and external, is crucial to the long-term success of the team and organization.
Organizations put a lot of responsibilities on their managers, they have no choice in an increasingly competitive market.
It is important to clearly state the performance expectations of the role. Employees who want to be promoted to a managerial position need to understand the skills they should demonstrate, why they need to have them, and what support they will receive to develop and practice those skills.
WHAT CAN YOU DO?
Internal and external trainings, skill building activities and workshops, mentoring and coaching programs are very useful here.
