This our final article in the series of Growing Managers. We started with the Discipline of Management, covered Promoting Smart, and the last edition was running a Manager Nursery. We identified the difference between management and leadership, what attributes to look for when promoting, and how to develop from within instead of hiring from the outside. Now the question is – how do I measure performance?
We started this series covering “The Discipline of Management” and “Promoting Smart”, the conversation now shifts to “Running a Manager Nursery”. I use the word manager but we meant anybody you intend to train, cross-train, and promote. Whether it is a technician to crew leader or crew leader to manager, this is what a successful grow your own nursery looks like
I spent several years running a leadership and management program for supervisors, managers, and executives. The following list is a summation of that experience and growing several companies. Once you have started developing your own talent, here are some rules for leading and managing.
The focus on Growing Managers is hiring from within; growing your own. The same issues addressed in Articles 1 and 2 apply to hiring if you have no internal alternatives. As we move forward, view the following attributes and skills serving a dual purpose – how to identify internal candidates or screen the externals.
Stop Doing Their Work Who Owns the Monkey? The following article is not traditional time management. That stuff is good and works but doesn’t address the core problem – if you are doing the wrong things, doing it well is not smart and doesn’t fit our theme about Growing Managers. I was exposed to the work of […]