I was impressed to see a really interesting Harvard Business School online course on elevating managerial approaches recently. It reminded me about the amount of noise these days about the nature of leadership and what constitutes a good manager. While this is a fantastically worthy topic to explore to learn more about how these skills can be developed and improved, too much baseless vitriol can actually be detrimental to progression. So, I’ve decided to discuss a few common and damaging misconceptions about effective management, and the truth behind these myths.Myth number 1 – A manager stands aloneThinking that a manager is somehow a separate or distinct entity or organizational link than his/her team is a big misconception. In reality, managers need their team’s support as much as team’s need their manager’s direction… Imagine a skilled manager full of ambition and innovation trying to get the best out of a team with no motivation or interest; nothing could be achieved! It is this spirit of teamwork and interdependence that empowers departments or regions, hospitality facilities, or stores to operate at the highest level and get the best returns. The truth is a manager can only be as good as the team surrounding them.Myth number 2 - A manager has all the answersA manager is human; therefore, a manager doesn’t have all the answers. However, What a good manager must have is a deep understanding of the mission they are trying to carry out (the ‘why?’), the process that must be followed in order to achieve it, and discipline involved in its attainment. In other words, a manager can’t see around corners but does possess the ability to strategize, implement plans, and deliver projects on time and on budget to the highest levels of quality and satisfaction.Myth 3 – A manager’s job is to control everything The final misconception I hear is that a manager’s role is to plan, organize, direct, and control every aspect of activity in his/her place of work. While there is a lot of truth in this, it doesn’t reflect all the things that managers do on daily basis. It is also a manager’s responsibility to inspire and motivate employees through engagement and communication, as well as to shape organizational processes to their advantage, manage and lead change, and spearhead innovative organizational learning.For more Executive Insight, visit UASBlog
