In 2008, Google started analyzing data about its employees using a special algorithm. They aimed to find out what qualities make a good manager. After about ten years of examining the data, five main traits stood out.
A good manager is a strong coach. Empowers their team and avoids micromanaging. Builds a solid team culture and values the overall happiness and success of team members. Is focused on productivity and results.
Communicates well, listens, and shares effectively. For those who prefer to watch a video rather than read, it can be found on my YouTube channel.
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Using coaching skills in management helps both the manager and the team member. The manager gains a better understanding of the team member's strengths, areas for improvement, and future goals.
Team members are more motivated when they feel understood by their manager. Even if the company lacks a structured system for identifying talents, a manager can still create SWOT analyses and personal development goals for their team.
The key is to ask the right questions and listen carefully to understand their needs. A "coach manager" fosters growth and provides meaningful feedback when necessary.
Micromanagement is a common mistake. If a manager lacks trust, if team members are not well-skilled, or if the manager feels they are the best at everything, they may interfere in tasks even when delegating.
Allowing team members to take charge of their responsibilities while observing from a distance is a way to prevent micromanagement. This approach helps educate the team and allows managers to share their vision while developing their team.
A manager focused on the big picture reassures the team that they can reach out when needed and helps convey company strategies effectively.
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