“There are no bad teams. There are only bad officers.” Napoleon Bonaparte stressed the necessity of a strong leader when it comes to delivering the optimum performance for a team – or perhaps the best economical situation for the long-term success of a company. But today’s managers are not only the boss, the role model, and the leader commanding respect, they’re also motivators, sparring partners and mentors. The requirements for leaders nowadays are becoming increasingly complex.
With the help of ManagerFragen.org, a German platform that allows senior executives a place to discuss management topics and current events in the HR sphere, we asked some experienced executives for their thoughts on the question: what are the requirements for the modern manager?
Not many executives wake up on a Monday morning with a cry of joy. And every employee complains about his colleagues, or irritating customers now and then – these aren’t good reasons to start looking for a new job. But any employee who believes that their current position isn’t making full use of their potential, should seriously consider a career reorientation. Oftentimes, as you ascend the career ladder, more and more career opportunities become available for those on the senior management level.
We’ve asked the fashion experts at Outfittery to help identify some stylish outfits for men to wear at occasions where business casual is required.
Competence without confidence rarely takes a person to the highest career levels. Although more women than men are now studying at the university level, women still lag behind in c-suite and other senior management positions globally. Among S&P 500 companies, females hold only 14,2 percent of top leadership jobs, and in FTSE 100 companies, a mere seven women hold the title of CEO or Chairman. While there may be a number of reasons for this gap, studies make it clear that one reason is self-doubt, especially when female professionals talk about their accomplishments at work. It directly affects women’s performance in job interviews, naturally. But there is good news for women who undersell themselves. You can learn effective techniques to project the confidence and competence you possess so that a hiring manager sees it too. Start with these interview tips.
The requirements for executives have drastically changed in the last 20 years. The graying old man in a tailored suit, sitting in his office-cum-throne and pulling the strings, is long gone. Technical advancements like the internet, mobile devices, and more all require new qualifications – changes in society and an adapting employer mentality call for a change in leadership styles.
But how, exactly, have the requirements for a senior manager changed in the last several years, and more importantly, what can executives learn from this? In a recent cooperation with Managerfragen.org, on the topic of “Requirements of the Modern Executive,” we posed these questions to senior managers. Dr. Jörg Böttcher, of the HSH Nordbank AG, and Sascha Röber of the Schön Klinik provide their perspective, and explain how management responsibilities have developed with changing times – and what particular aspects the exceptional senior managers should pay special attention to.
Some cultures and companies are known to disguise criticism as compliments, by “sugarcoating” the tough stuff. Americans are notorious for this, in fact. While chronic sugarcoaters may have the best intentions, staying mum about difficult topics in the workplace could actually complicate matters further. Whether it’s about two employees with different working styles, managing a conflict in the office, or trying to offer an opinion on an idea that might misfire, sometimes it’s tough to disagree. Miscommunication in the workplace can be caused by differences in generation, background, and experiences, but it’s imperative to push your employees to speak honestly with one another. By striving to foster a healthy working environment, you’ll encourage an attitude of open interaction and communication. It may be second nature to try and avoid conflict, but teach your employees to see these differences in opinion as “constructive disagreement,” and learn how your office can benefit from your staff’s collective perspectives.
To successfully manage a team, department, or company, the three most important skills are organization, communication, and confidence. Senior managers with a healthy blend of these special ingredients can motivate their employees to perform at their best. But each manager has a unique style of leading. Are you a hands-off kind of leader, trusting your employees to manage their own time and priorities? Or are you in the trenches, fighting alongside your team? This infographic illustrates six different types of management styles, as seen in offices worldwide. Can you spot yourself in one of these categories?
After countless rounds of negotiation, you’re ready to sign the contract for your next exciting career opportunity. But now it’s time to let your employer know about this new position. For some insight as to which formal and professional aspects you must respect when submitting your letter of resignation, read more here.
When an employee decides to leave your company, there are a lot of loose ends to be tied – the hand-over process, the new hiring process, and more. But for your about-to-be-former employee, there’s one matter that takes precedence in her mind: “Can I use you as a reference?” Regardless of your working relationship, most members of the job force today are savvy enough to know that hiring managers will call the candidate’s last employer and ask to speak to a supervisor, whether they’ve listed your name or not. So it would certainly behoove the smarter employees to check ahead of time and ensure that you’ll be able to vouch for their performance. But here’s the dilemma – do you want to? Before agreeing to act as a reference for a former employee, consider a few key factors that will help you to reach the smartest decision possible.
Money talks. Sometimes it even shouts. But when it comes time to make big decisions regarding your next career step, whether re-negotiating your current salary or considering a new professional opportunity, try to tune out the temptation of asking for more zeroes at the end of your paycheck each month. There are plenty of ways that your company could incentivize you, and thinking outside the box could seriously pay off – in a wonderfully unexpected way. Next time you find yourself driven by dollars, euros, or drachmas, stop and consider other options you could ask for instead of a payraise.