In my blog ‘Want to skyrocket your confidence? Then stop trying to be perfect!’ I explained that a key management skill is building your management confidence
But why is management confidence so important?
Recently when I was talking to someone about management confidence they asked
“What difference does confidence make to business performance?”
Good question. In this article I’m going to answer that question and highlight why management confidence is a critical issue – not just for the business owner or manager, but for the business
Management skills: Taking Action
Let’s begin with what confident managers actually do. In short, confident managers take action. They use a planned and structured approach to doing things like;
- Identifying, writing and agreeing performance objectives
- Discussing how the objectives contribute to the business goals
- Monitoring and measuring performance so that they can provide ongoing, regular and specific feedback on performance
- Identifying and acknowledging outstanding performance, and taking action to deal with areas for improvement
- Discussing the employee’s development aspirations and objectives
- Discussing the employee’s job satisfaction
Because confident managers take action, confident managers get results.
So how does this confidence and action impact business performance?
There’s a whole body of research that tells us that employees who are well managed are more productive, and teams that are well managed are more profitable. (To read more on this research see my blog 5 Steps to Improving Employee Performance.)
Research also shows us that one of the key reasons for lost productivity – and one comprehensive piece of research suggests that in the UK and US at least 18% of time spent at work is unproductive – is because of poor employee supervision. And of course this is not taking into account the negative impact that a lack of effective management has on employee satisfaction and engagement. In short confident managers take action to manage effectively and effective management positively impacts business results.
Of course confidence also impacts the manager themselves.
So how does this confidence impact the manager? Let me ask you a question. As a manager, who would you prefer to work with and manage:
A) A group of people who are clear on what’s expected of them, who get the feedback they want and need and who are consequently willing and motivated to perform well
B) A group of people who don’t know what’s expected of them, who don’t know if they are performing well or not and who consequently just don’t care?
I know it’s a stupid question, but I want to illustrate the importance of the management role because effective management of people is both a critical commercial issue – because it’s about the business results – and a satisfaction issue, for both the employee and the manager
So, how do managers get to be confident?
In any field, in any area, the way we build confidence is by taking action and getting results, reviewing those results and then taking action again. By way of illustration I’d like you to think of something you are confident in. It might be that you’re a confident driver, tap dancer, parent, it may be that you are confident in the technical aspects of your job, for example you might be a confident auditor. Now I would like you to think about how you became confident in that area.
I’ll bet my bottom dollar that you built that level of confidence by taking action, by reviewing what you did and then by taking action again.
And of course it’s by taking action that managers sky rocket their management confidence.