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  • Don’t Ever Do This

    It’s not a good strategy to be closed to your staff’s opinions or ideas because you think you know it all. Just because you’ve been at a company a long time doesn’t mean you know everything about being a manager.

    The role of manager is a professional accomplishment that many aspire to achieve.  Some take years to reach this milestone while others move up the ranks fairly quickly. Regardless of how long it takes you to get there, being in management is a huge responsibility.

    Managers aren’t only responsible for leading staff, but for ensuring the best product or service. Erika Zeigler, senior producer at Music Choice, manages a diverse staff of engineers, producers, writers, and crew members for this national digital music entity. Having been with the company for 8 years, Zeigler began as an intern and worked her way up to the position where she now leads the entire production department. As one who has been on both sides of the spectrum— employee and manager—Ziegler shares her expertise and experience on the biggest mistakes managers make and how to avoid or correct them.

    GLUTTONY: Thou shall not have your power cake and eat it too. It’s never a good idea to cross the line between friendships and professional relationships. Many managers fall prey to this sin, particularly when they have moved up the ranks and used to be peers with people that they now manage.  You don’t have to be enemies with your staff, but you can’t let friendship get in the way of getting the job done. “It becomes difficult to have those tough conversations with someone you consider to be your friend,” Zeigler says.

    In the office, be sure to reiterate to friends that you won’t be mixing business with personal. “You have to find a good balance in order to get the job done and maintain a level of respect for each person’s position,” Zeigler adds.

    GREED: Thou shall not overindulge in the workload. It’s not a good idea to be involved in every aspect of your staff’s jobs. You must trust that they can do what they were hired to do, give them a chance to do it and motivate them to do it well.  Make sure you have the right people on your team comprised of capable staff you can trust. Zeigler suggests mentoring rather than micromanage.  This pushes people to grow, she adds.

    PRIDE: Thou shall not be a know-it-all when it comes to strategies. It’s not a good strategy to be closed to your staff’s opinions or ideas because you think you know it all. “Just because you’ve been at a company a long time doesn’t mean you know everything about being a manager,” Zeigler says. She also adds that because managers can’t know and do everything, it’s important for managers to learn how to delegate.

    Read Full Article in Black Enterprise.com

    Good luck.

    Calvin Wilson
    Founder and CEO
    Upstart: Business and Management for 20-40 Year Old Professionals
    calvin.wilson1@verizon.net
    http://twitter.com/Upstart__Nation

    Filed Under: Management

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