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Well balanced management

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The best kind of management is that which is well-balanced. This means finding balance between micromanaging and abandonment. It means tapping into the talent of your team, and looking for their potential, then giving them the keys to turning that potential into more, into performance and ability. A good manager wants to help their team become better at their jobs, not just reach goals, but grow, stretch, and become more as you do so. Here are some steps for achieving well-balanced management:

Discover potential- First you have to discover what your team is capable of. The best way to do this is get to know them and have a conversation with them about their talents. Once you have discovered their talents, and their potential, find ways to align the talents they have with the objectives of the company. Whenever possible utilize those talents, and help them reach their potential.

Manage for performance- Second, you want to seek to turn the potential and capabilities you discovered in step one into actual performance. The way you do this is set clear expectations, and accountability for each team member. Let them know that you expect them to use their talents, and that you want them to continue to develop their skills. Then stay on top of this with performance reviews, evaluations, and measurements.

Set a goal- Third, you have to determine what the objective is for your team to reach. Set a goal with each employee for something they can do with their job, or their talents to help turn potential into real performance. Be clear on these goals.

Micromanaging- Fourth, do not micromanage them as they seek to meet the objective you set. You can’t ask them to take on responsibilities, but then hold on to the control. You have to relinquish control to them, and allow them to make their own mistakes, or do things their way, in order to gain the confidence and skills to turn their potential into real performance, which can benefit the company as a whole.

Abandoning- Fifth, do not abandon them. While you do not want to micromanage them while they seek to achieve their objective, you can’t leave them alone either, there is a reason you are the manager. Instead, find a middle ground, or a nice balanced approach, where you are there as a resource, but they are responsible for turning to you for help.

Put trust in them, and give responsibility- Sixth, give them the trust they deserve and be a support system that is there. Well balanced management means giving responsibility and trust, but then making sure they stay worthy of it through regular accountability and measurement.

Be a resource- Last, be sure that your team knows that you are a resource. They should no be thinking of the work as your job with them there to help you (which is a common mindset), rather that it is their job, and you are there to help them. When they start thinking this way, and feel comfortable coming to you for help, you will find that success is knocking at your door.

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