4 Good Management Myths That Have Debunked

People used to think that bosses were strict authoritarians who should be feared. However, times change, and so does the perception of successful management.

Today, a good manager is defined as having high emotional intelligence. They are someone who has empathy for their staff, along with other positive traits.

Now, these are the four myths about good management that everyone should stop believing.

 

1. The title defines the job

One cannot be a manager if they do not have the title to back up the position. It's all written in the job description. Furthermore, if one does move into a management role, that automatically qualifies them as a leader.

Reality:

Regardless of your title, you can still manage and lead effectively. Many employees in individual contributors positions develop outstanding management skills long before they advance to a management position. 

Also, many people who hold the title of manager do not have the required leadership abilities. In the end, it's your qualities, not your title, that determine your effectiveness as a manager.

 

2. You forfeit control when you delegate

It is a sign of weakness to delegate. You forfeit control over your projects when you delegate responsibility to your subordinates. You can also come across as inept or incapable of carrying out your duties.

Reality:

Delegating is a statement of self-assurance, both in your abilities and in the abilities of your subordinates. You're picking the best personnel with the right talents to finish the job. You're also freeing up time to work on possibly more complex tasks. In addition, you're assisting your employees in their professional development by helping them in learning and practising the skills they'll need to advance in their positions.

 

3. A great manager can solve any problem.

If you've worked your way up the ranks and are now a manager, you should be able to address almost any problem that comes your way. You wouldn't be in command if you weren't in charge, right? The greatest managers have a gift: they do great work, and their subordinates do great work.

Reality:

Even the most exceptional leaders face challenges they aren't prepared to address, and that's perfectly fine! You will make errors, and your teammates will make errors too. What will set you different is how you tackle these problems. 

You're in charge of fostering and directing your team and helping them develop the skills necessary to cope with challenges as they emerge. Moreover, you must be aware of your own and your team's limitations. Get help from your team as well. It's easier and faster to solve problems by working together.

 

4. You must provide complete control to your staff to avoid micromanaging

Employees should be able to conduct their tasks without intervention from their supervisor. Allow team members to "do their thing" without your intervention by taking a hands-off approach. If they fail, it's alright because it's an opportunity to learn. You risk being considered a micromanager if you intervene too frequently.

Reality:

Delegating is one thing, but as a good manager, you must balance by giving your staff some autonomy while also providing them with the advice they require to do their tasks. 

Please don't wait for your team to come to you for help; actively offer it. Give your team the opportunities to succeed, and if they face difficulties, help them overcome them.

When delegating, assign tasks based on employees' abilities to complete these tasks successfully. In other words, don't assign projects to employees who aren't prepared for them; instead, help them develop these skills before entrusting them with more challenging tasks.

 

As the nature of the labour market changes, the notion of good management has shifted significantly. Whether you're a current or aspiring manager, make sure you know what skills you will need to succeed and do not believe the myths.

 

Source: FGB