Developing Management Skills



The "boss", leading the organization towards sustainable performance, provides employees with the means to get there. Thus the "boss" assumes a dual role, being both a Leader and a Manager, providing the employees with a clear and compelling direction to follow - this is the "Leadership" dimension of their role: stating the "what to do!" - and having the employees fully involved in the way to get there - this is the "Management" dimension of their role : asking for the "how to do?"

The challenge for a "boss" is to be able to play both roles effectively, while each of those requires different skills. Indeed, Leadership is a "top-down" approach, using a strong directing style (the "boss" leads the employees), while Management is a "bottom-up" approach, using a strong supporting style (the "boss" serves the employees - concept of the inverted pyramid, based on the Adapted Management principles).


When Managers wish to help their employees achieve their goals and objectives in an effective way and develop their talents onward, they implement the three steps of the Performance Cycle - setting clear goals, providing regular feedback and assessing the overall employee's performance - while contributing to the employee's talents development in the organization.



In order to lead their team towards sustainable performance, Managers should take into consideration the needs of the team, according to its phase of development, defined by the actual level of the team's UNDERSTANDING, CAPABILITY and WILLINGNESS. Managers are then expected to adapt their role accordingly, in order to best respond to those needs and enhance the team's performance.