Four Skills Great Managers Apply to Engage Their Teams Fully

Fifteen years ago I was lucky enough to be invited to hear Marcus Buckingham speak to mark the publication of the book I he co-wrote –‘First Break All The Rules’. I know it was fifteen years ago because I still have the invitation pinned to the inside of the book! This book is one I go back to regularly when considering employee engagement, as it’s full of useful information that any manager can apply on a regular basis.

 

As well as laying out the twelve questions that measure the strength of a workplace (the most important information that measures the core elements needed to attract, focus and keep the most talented employees), it also explains what great managers do to create the right environment.

In summary these are:

Select for talent: Great managers do not select purely on experience, intelligence or determination. They define talent as ‘a recurring pattern of thought, feeling or behaviour that can be productively applied’. Every role performed to excellence requires talent because the role requires a recurring pattern. While experience, intellect and will power are important it is the presence of certain talents that allow people to excel.

Everyone has talents. The trick is finding the right role for them to shine.

 

Define the right outcomes: Great managers set expectations and steer away from defining the steps. This encourages individuals to take responsibility and it also builds self-awareness and self-reliance. They consider what does the task look like when done well?

The outcomes will clearly stipulate any standards that have to be met, particularly if there are legislative requirements to be met.

Focus on strengths:  Great managers motivate by doing this and not focusing on weaknesses. Helping people to become more of who they are. It’s not about ignoring poor performance. If there is a performance issue they start with questions like is it trainable? Is it me? Am I not spotting the right trigger to motivate this person?

Find the right fit: When developing someone they help find the right fit for the person not simply the next rung on the ladder, or what would work for me, or this organisation. The next rung on the ladder may be the right fit – but it isn’t always. It might be with another organisation.

Great managers get people to look in the mirror. They are excellent at performance feedback and consider the individuals’ dreams and aspirations to truly engage them.

“People don’t change that much.

Don’t waste time trying to put in what was left out.

Try to draw out what was left in.

That is hard enough.”

Taken from ‘First Break all the Rules’

Which one of these skills are you naturally brilliant at?

Which one may need some further focus?

How are you doing with your employee engagement?