#516
Context:-
As the Manager Tools (MT) Podcast by Michael Auzenne and Mark Horstman enters its 20th year, I reflect on its profound impact on my professional journey. Having been a dedicated listener since 2006, the insights from MT, along with their Career Tools podcast, have significantly shaped my corporate career trajectory. I consider both of them the next best thing happened after Peter Drucker.
In this blog, I want to delve into a topic inspired by the wisdom imparted through these podcasts. The contemporary breed of managers, particularly those who have transitioned into managerial roles over the past two decades, could greatly benefit from some guidance. Therefore, I aim to share my learnings and perspectives, drawing from the invaluable advice provided by MT.
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Managerial roles have evolved substantially over the years, and the expectations placed on managers have become more multifaceted. Through my experiences and the teachings from MT, I believe there are two critical roles that stand out for managers:
- Delivering Results on Budget and on Time: This remains a cornerstone of managerial responsibility. Effective planning, resource management, and diligent monitoring are essential to ensure that projects are completed within the allocated budget and time frame. This focus on efficiency and accountability is crucial for achieving organizational goals.
- People Retention with Effective Team Performance: Equally important is the ability to retain talented employees and maximize their performance. This involves motivating the team, fostering a positive work environment, and providing opportunities for growth and development. A manager's success is deeply intertwined with the well-being and productivity of their team.
As we navigate the complexities of modern management, it is imperative to balance these roles effectively. The guidance from Manager Tools has been instrumental in helping me achieve this balance, and I hope to share these insights with those who are on a similar journey.
There are additional key responsibilities that are equally critical:
Strategic Planning and Execution: Managers need to align their team's goals with the organization's strategic objectives. This involves setting clear, achievable goals and developing plans to reach them.
Communication: Effective communication is vital. Managers must ensure that information flows smoothly within the team and across the organization. This includes active listening, clear instructions, and timely feedback. Overcommunicate, OverCommunicate........
Problem Solving and Decision Making: Managers are often faced with challenges and must be adept at solving problems quickly and making informed decisions. This requires analytical thinking and the ability to remain calm under pressure. Key aspect of the decision making is Delegation to people who are at the thick of action, thus gaining time for more critical/ important work for managers.
Leadership and Influence: Beyond managing tasks, managers must lead by example, inspire their teams, and influence others. Leadership involves building trust, demonstrating integrity, and showing empathy. This covers Visible Felt Leadership of touch and feel, as well as visible to people to have access where action is.
Adaptability and Change Management: In today’s dynamic business environment, managers must be adaptable and capable of managing change effectively. This includes anticipating changes, planning for them, and helping their teams navigate through transitions smoothly.
Innovation and Continuous Improvement: Encouraging innovation and seeking ways to improve processes and performance are important. Managers should foster a culture of continuous improvement and be open to new ideas and approaches. A manager doing same thing for over TWO years is a stale manager and so is the organisation.
Stakeholder Management: Managers need to manage relationships with various stakeholders, including clients, vendors, senior management, and other departments. Building and maintaining these relationships is crucial for the success of the team and the organization.
Ethical Responsibility and Compliance: Ensuring that the team adheres to ethical standards and complies with legal and regulatory requirements is a critical responsibility of a manager. Integrity is Binary. Either you have or you Don't.
By focusing on these areas, managers can effectively drive their teams and organizations toward success. For sake of simplicity I am eloborating on the first two topics which are critical and considered vital, to managerial success.
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Deliver Results on Budget and on Time
Delivering results on budget and on time (Operations /Projects) is a fundamental responsibility for managers. In the Indian corporate landscape, this involves balancing the efficient use of resources, strategic planning, and meticulous execution. Here are some practical insights and examples to illustrate this critical role:
Operations Management
In the realm of operations, managers are accountable for the day-to-day activities that ensure the smooth functioning of their departments. Let's take the example of a manufacturing unit in Bengaluru.
Example: Manufacturing Unit in Bengaluru
In a manufacturing unit producing automotive parts, the operations manager is tasked with ensuring that the production line runs seamlessly. To achieve this:
Resource Allocation: The manager must efficiently allocate resources, such as raw materials, machinery, and labor. This involves forecasting demand accurately to avoid overstocking or stockouts, which can impact the budget and timelines.
Process Optimization: By implementing lean manufacturing techniques, the manager can reduce waste and improve efficiency. For instance, using the Kaizen approach, the manager can encourage continuous improvement through small, incremental changes that enhance productivity and reduce costs.
Performance Monitoring: Regular monitoring and reporting are crucial. The manager can use Key Performance Indicators (KPIs) such as production rate, defect rate, and equipment utilization to track performance. Any deviations from the targets are addressed promptly to avoid delays and cost overruns.
Case in Point: When a major automobile company required an urgent increase in production due to rising demand, the operations manager in the Bengaluru unit optimized the production schedule, streamlined the supply chain, and ensured additional shifts. This resulted in a 15% increase in output within the same budget and timeframe, meeting the client’s requirements without compromising on quality.
Project Management
Project management, on the other hand, deals with specific initiatives that have defined timelines and budgets. Consider a software development project in a tech company based in Hyderabad.
Example: Software Development Project in Hyderabad
In a tech company working on a new mobile application for a major client, the project manager needs to deliver the product within six months and within the specified budget.
Project Planning: The manager creates a detailed project plan outlining all tasks, milestones, and deadlines. Tools like Gantt charts and project management software are used to visualize the project timeline and allocate resources effectively.
Budget Management: Keeping the project within budget requires constant vigilance. The manager tracks expenses against the budget and adjusts plans as needed. For example, if a particular phase of development is costing more than anticipated, the manager might reallocate resources from a less critical area or negotiate with vendors for better rates.
Risk Management: Identifying potential risks early and developing mitigation strategies is crucial. In this case, the manager might foresee a risk of key developers leaving mid-project and therefore establish a knowledge transfer process and have backup team members ready.
Communication and Collaboration: Effective communication with stakeholders, including the client, team members, and senior management, is essential. Regular updates and transparent reporting help in managing expectations and making informed decisions.
Case in Point: In the Hyderabad project, when a key module faced delays due to unforeseen technical challenges, the project manager reallocated tasks, brought in additional resources temporarily, and extended working hours with compensatory time off later. This ensured that the project stayed on track and within budget, leading to successful delivery and a satisfied client.
Balancing Efficiency and Accountability
Whether in operations or projects, the Indian corporate context often involves dealing with dynamic environments and limited resources. Managers must be adept at balancing efficiency and accountability.
Cultural Sensitivity: Understanding and leveraging the cultural nuances can enhance team motivation and productivity. For instance, recognizing festivals and accommodating them in the schedule can improve morale and reduce unexpected absenteeism.
Innovation and Technology: Embracing technology and innovative solutions can significantly impact efficiency. Managers who invest in automation tools and data analytics can streamline processes and make data-driven decisions, reducing costs and improving timelines.
In conclusion, delivering results on budget and on time requires a strategic approach, proactive management, and adaptability. By focusing on resource optimization, effective planning, risk management, and clear communication, managers in India can achieve operational excellence and project success, driving their organizations toward sustained growth and competitiveness.
People Retention with Effective Team Performance
One of the most critical roles of a manager is to retain talented employees while ensuring their effective performance. This is often achieved through what is known as the Management Trinity: Performance Development, Coaching, Feedback, and Delegation. Central to this approach is holding regular one-on-one meetings with direct reports to discuss their progress, address issues, and plan future actions. This approach recognizes the principle that people often join companies but leave managers.
1. Performance Development
Case Study: Infosys - Structured Career Development
Infosys, one of India’s leading IT companies, places a strong emphasis on performance development through Setting clear goals and targets, structured career paths and continuous learning opportunities.
Example: At Infosys, employees have access to the company’s extensive training programs through Infosys Learning Platform (Lex). Managers identify skill gaps and encourage their team members to enroll in relevant courses. This focus on upskilling not only improves individual performance but also aligns employees' growth with organizational goals thus delivering results.
Outcome: This proactive approach to performance development has helped Infosys maintain a high level of employee engagement and retention, as employees see a clear path for career progression and feel supported in their professional development.
2. Coaching
Case Study: Tata Consultancy Services (TCS) - Mentorship Programs
Tata Consultancy Services (TCS) has a robust mentorship program where experienced leaders coach younger employees to navigate their careers.
Example: A project manager at TCS might pair a senior developer with a junior developer, fostering a mentoring relationship. This senior developer not only helps the junior employee with technical skills but also provides guidance on career growth and workplace challenges.
Outcome: This mentorship culture has led to increased job satisfaction and lower turnover rates at TCS. Employees feel valued and supported, knowing they have a mentor to guide them through their career journey.
3. Feedback
Case Study: Wipro - Continuous Feedback Mechanism
Wipro, another major IT services company, has implemented a continuous feedback mechanism to ensure that employees receive timely and constructive feedback.
Example: Wipro managers use a performance management system that allows them to give real-time feedback. Instead of waiting for annual reviews, managers provide ongoing feedback on projects, helping employees to improve continuously. This also happens through informa sessions when required. (Sooner, Faster the better).
Outcome: This approach has significantly improved performance as employees can promptly address areas of improvement. It has also fostered a culture of open communication and trust between managers and their teams.
4. Delegation
Case Study: Reliance Industries - Empowerment through Delegation
Reliance Industries is known for its effective delegation strategies, empowering employees to take ownership of their work.
Example: In a large-scale project, a Reliance project manager might delegate significant responsibilities to team leaders, allowing them to make decisions and manage their sub-teams independently. This not only frees up the manager to focus on strategic issues but also helps in developing leadership skills within the team.
Outcome: This empowerment through delegation has led to higher engagement and motivation among employees, as they feel trusted and valued. It has also built a pipeline of capable leaders within the organization.
Regular One-on-One Meetings
Case Study: Hindustan Unilever - Employee Check-ins
Hindustan Unilever (HUL) places a strong emphasis on regular one-on-one meetings between managers and their direct reports.
Example: At HUL, managers hold weekly 30-minute one-on-one meetings with their team members. These meetings cover what is going well, any issues or obstacles, plans for the future, and even general topics to build rapport.
Outcome: These regular check-ins have fostered a culture of continuous dialogue and feedback, helping to identify and address issues early. Employees feel heard and valued, leading to higher satisfaction and retention rates.
Principle: People Join Companies, Leave Managers
This principle underscores the importance of managerial effectiveness in employee retention. Managers who actively engage in performance development, coaching, feedback, and delegation, while maintaining regular one-on-one interactions, can significantly enhance team performance and retention.
Personal Example: Reflecting on my corporate career from 1991 to 2012, the only times I left an organization were due to spectacular growth opportunities which came my way, not because of dissatisfaction with my managers. This illustrates that effective management can retain employees, even when external opportunities are appealing.
Conclusion:-
In conclusion, the roles of delivering results on budget and on time, along with people retention and effective team performance, are fundamental to a manager's success. By implementing the Management Trinity—Performance Development, Coaching, Feedback, and Delegation—managers can foster a productive and motivated team. Regular one-on-one meetings are crucial for understanding and addressing team members' needs and aspirations.
Reflecting on insights from Manager Tools and my own experiences, it's clear that the true essence of management lies in balancing organizational goals with the well-being of the team. As managers, our ability to lead effectively not only drives business success but also creates a thriving work environment where employees feel valued and empowered. Ultimately, people join companies but leave managers, highlighting the pivotal role we play in shaping their careers and experiences.
Good Luck.
Karthik
3rd July 2024. (Tribute to Laura Branigan Birth Anniversary, She would have been 72 died at 52. Taken too soon!).
930am.
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