3 important steps for managing different profiles
Posted: Mon Jan 20, 2025 4:22 am
Within a company, it is very common to find individuals who want to become leaders and occupy management positions. In addition to the status quo that a promotion generates, this is also a way to get a salary increase and continue to project one's career.
However, to become a manager it is not enough to be a brilliant professional and perform the role very well on a daily basis. A good leader requires more than excellent technical and operational knowledge. Successful leadership is essentially based on three pillars: self-knowledge, communication and teamwork.
Self-knowledge
The first step for a manager to manage people assertively and uganda whatsapp data productively is to know themselves and define their professional profile. Before understanding how others work, it is essential to discover what type of leader you are and what behavioral skills need to be improved.
Generally speaking, there are three styles of leaders:
Autocratic: where the manager's wishes prevail. Leadership is imposed on employees and the group's opinions have little value. This type of leader is usually domineering.
Democratic: business guidelines are discussed in groups and everyone's opinion is taken into consideration. The team itself divides tasks in the way they deem most productive. The manager acts as a member of the team, but without accumulating operational tasks. His profile is objective and relies on facts to praise or criticize a team member.
Liberal: in which the leader practically delegates his/her management responsibilities to the team itself, not making an effort to participate in group decisions. This profile rarely follows up on the execution of tasks and has difficulty monitoring the team's development.
If you are looking for a leadership position, it is essential to find out what type of leader you are and what skills a good manager must develop.
Some tests such as MBTI ( Myers-Briggs Type Indicator ), also known as profile placement tests, are designed to help determine each individual's personality type.
Often, professionals think they have the right profile for people management, but in the personality test, they are indicated as a leader in development. This tool is excellent for developing your profile and identifying what is missing in your skills.
Only after you understand your behavioral gaps can you take on the challenge of managing people.
Why this?
Imagine, for example, that a large part of your new team is made up of professionals with profiles that are antagonistic to yours, that is, you are more direct, assertive and practical, while your team is more reflective and tends to always evaluate what could go wrong before acting. If you do not have the ability to deal with disagreements and do not know in depth what kind of professional you are, your day-to-day life will probably be a disaster and marked by constant friction and conflict.
Therefore, it is essential to use diagnostic tools to discover the type of emotional intelligence you have, what your multidirectional assessment and behavior are, and to note, for example, what need for inclusion and behavior control you need to develop in relation to others. As the manager goes through diagnostic tools, he or she can think about the problem and define how to work together with antagonistic profiles. And that is where communication becomes fundamental.
Communication
Once the manager has discovered what type of leader he or she is, he or she needs to learn how to communicate with each type of professional on his or her team. If the employee has a more objective profile, he or she should adopt a more direct and clear language. If the individual is more reflective, he or she should listen more and look for ways to convey the message that motivates that employee without intimidating him or her. At this stage, it is important to learn how to model communication in a way that the other person can receive the message correctly.
However, to become a manager it is not enough to be a brilliant professional and perform the role very well on a daily basis. A good leader requires more than excellent technical and operational knowledge. Successful leadership is essentially based on three pillars: self-knowledge, communication and teamwork.
Self-knowledge
The first step for a manager to manage people assertively and uganda whatsapp data productively is to know themselves and define their professional profile. Before understanding how others work, it is essential to discover what type of leader you are and what behavioral skills need to be improved.
Generally speaking, there are three styles of leaders:
Autocratic: where the manager's wishes prevail. Leadership is imposed on employees and the group's opinions have little value. This type of leader is usually domineering.
Democratic: business guidelines are discussed in groups and everyone's opinion is taken into consideration. The team itself divides tasks in the way they deem most productive. The manager acts as a member of the team, but without accumulating operational tasks. His profile is objective and relies on facts to praise or criticize a team member.
Liberal: in which the leader practically delegates his/her management responsibilities to the team itself, not making an effort to participate in group decisions. This profile rarely follows up on the execution of tasks and has difficulty monitoring the team's development.
If you are looking for a leadership position, it is essential to find out what type of leader you are and what skills a good manager must develop.
Some tests such as MBTI ( Myers-Briggs Type Indicator ), also known as profile placement tests, are designed to help determine each individual's personality type.
Often, professionals think they have the right profile for people management, but in the personality test, they are indicated as a leader in development. This tool is excellent for developing your profile and identifying what is missing in your skills.
Only after you understand your behavioral gaps can you take on the challenge of managing people.
Why this?
Imagine, for example, that a large part of your new team is made up of professionals with profiles that are antagonistic to yours, that is, you are more direct, assertive and practical, while your team is more reflective and tends to always evaluate what could go wrong before acting. If you do not have the ability to deal with disagreements and do not know in depth what kind of professional you are, your day-to-day life will probably be a disaster and marked by constant friction and conflict.
Therefore, it is essential to use diagnostic tools to discover the type of emotional intelligence you have, what your multidirectional assessment and behavior are, and to note, for example, what need for inclusion and behavior control you need to develop in relation to others. As the manager goes through diagnostic tools, he or she can think about the problem and define how to work together with antagonistic profiles. And that is where communication becomes fundamental.
Communication
Once the manager has discovered what type of leader he or she is, he or she needs to learn how to communicate with each type of professional on his or her team. If the employee has a more objective profile, he or she should adopt a more direct and clear language. If the individual is more reflective, he or she should listen more and look for ways to convey the message that motivates that employee without intimidating him or her. At this stage, it is important to learn how to model communication in a way that the other person can receive the message correctly.