Every manager has a unique management style. A manager’s management style comprises of their behavioural priorities, decision making styles, managerial focus, communication style and interpersonal prowess. By deploying an objective, reliable and valid assessment, organizations can help managers become more effective.
A managers’ role involves both planning and execution and one of the most important drivers for both these tasks is relationships. In helping a manager understanding how they drive relationships, their strengths and challenges, an organization can make a good use of the managerial assessments. Assessments help managers understand their own and other’s workplace priorities, and this helps them connect better with team members.
Assessments that focus on managers must consider the typical roles a manager plays. Everything DiSC Management report by John Wiley & Sons is a best in class managerial assessment. It provides insights on the following aspects of the role of a manager:
Delegating and directing:
This is one of the most important roles of a manager. By assessing the task at hand, managers ensure execution by engaging people and enabling them to complete their tasks. Delegating and directing people requires the managers to assess the competencies required to complete the job, available time and resources, motivation of the team members in taking up the job and the risks involved in the job.
By taking stock of these elements, a manager must then play on their own experience and skills to delegate the job effectively. Delegating and directing has many pitfalls – people seldom understand what it takes to complete a job before signing up for it and they may lose steam midway. Many team members may have shifting priorities and may lose focus in completing a task.
Everything DiSC Management report provides objective insights on the management priorities of the manager and helps them delegate effectively. Because people respond differently to instructions, feedback and tasks, a manager must be able to decipher the priorities and preferences of the team members in order to ensure completion of job with minimum effort.
People have different motivation. Motivation is one of the most critical ingredients and drivers of workplace performance. As managers direct and delegate work, they do not directly control the outcome of any job. They influence performance through their team members.
Therefore, every manager must be able to understand and play on the intrinsic motivation that every individual on the team has. Managerial assessments help us understand the stressors and motivators of the manager and how they could play on their own motivation and their team member’s motivation to ensure higher performance.
Managers can play a significant role in the development of their team members. To be a good role model, they need to develop themselves first. When team members see their manager investing time, money and effort in her own development, they realize the importance of continuous learning. Managers build an environment of trust to enable employees to discuss their challenges openly.
Team members take accountability of their own development when the feel “safe” to make errors as a part of their learning journey. Many managers aptly convert day to day tasks and meetings into learning opportunities. By building rituals around exchange of knowledge, insights and experience, they continuously engage their team members on a learning path
Any managerial assessment that can assist a manager to direct and delegate, motivate and develop people will add immense value to their managerial effectiveness and enhance overall productivity of the organization.