Seven tips for being a great practice manager

As a practice manager, you have the task of leading your team to success – but how can you become the manager everyone wants to work for?

CREDIT: This is an edited version of an article that originally appeared on First Practice Management

Being ‘nice’ might not be enough. In this article, we will explore some of the essential qualities that make a great manager and provide tips on how to develop them.

Summon the Courage to Take Action

As a manager, your values are demonstrated through the battles you choose to fight. Whether it involves challenging superiors, extending understanding when mistakes are made, or making tough decisions to resolve issues, it’s crucial to assert yourself when necessary. This doesn’t demand an extraordinary effort. Even when fear looms, taking action is essential. True bravery lies in acting despite fear, for courage cannot exist without a touch of trepidation.

Embrace the Significance of Action

Leaders establish the tempo. They define objectives and deliver outcomes. They cultivate trust and nurture their team. They also adapt to change. None of these accomplishments materialise without taking action. Both right and wrong actions contribute to progress. Mistakes, too, offer lessons, while inaction teaches nothing. Fear not if you stumble; as long as you’re actively engaged and learning, you’re on the path to achieving your goals.

Recognise the Influence of Servitude

Many leaders mistakenly perceive their team as existing to make their own lives smoother or fulfil their aspirations. In reality, leaders must serve their team. Since the team is the engine of productivity, leaders must provide all necessary elements for their team’s success. This approach cultivates stronger bonds, fosters positivity, and forges tighter-knit units.

Communicate Clearly and Frequently

Never underestimate the potency of your words. Your presence carries weight, and its absence allows room for your team’s insecurities and assumptions to take root. Counter this by remaining accessible and choosing your words thoughtfully, especially during challenging times. In tough situations, people often assume the worst. Failing to communicate may lead employees to speculate about their job security. Beyond dampening morale and motivation, neglecting communication might propel them to seek alternative employment.

Maintain an Open Perspective

It’s imperative to break free from habitual thought patterns. Open your ears and absorb knowledge from others. You’ll never manage to bridge the gap in your awareness completely. Cherish learning and motivate others to embrace ongoing self-improvement. Learning signifies progress. Progress entails growth. And growth equips you to confront forthcoming challenges successfully.

Pay Attention to the Individuals

In its ‘State of the Global Workplace’ report, Gallup stated around seven in ten employees are struggling in their overall lives. In many countries, particularly the US and UK, employees increasingly claim they are struggling with mental health issues. Companies need to take this seriously. And most are. But it takes time to change the culture of any large organisation.

So, it takes managers to upgrade individual support, and focus on employee’s needs. Check in regularly. Assess individual’s workload and be mindful of burnout. Provide no strings attached access to mental health support for everyone. And be active in encouraging and leading an open discourse around the topic to remove any stigma. Make well-being a top priority and let your team know they matter.

Make Consistency the Norm

There’s a lot of talk about ‘grit’ these days. How people need to develop the resilience to stick with things through tough times. But the truth is that your staff will only have that if they know that when the going gets tough, you’re still there, plodding alongside them.

And that means consistency. Doing the same things, the same way, for long enough, that people know what to expect from you. And doing it in a way that is true to your values and goals. This way you’ll be able to establish trust and build strong relationships. Your staff will have faith that you’ll be there for them through thick and thin.

Consistency is key in building a culture of engagement and accountability. And it starts with you. Be the example of consistency, and you’ll be the leader that everyone wants to work for.

Becoming the kind of manager that everyone wants to work for is not rocket science. It requires a combination of courage, action, service, communication, open-mindedness, attention to individuals, focus on well-being, and consistency. A good leader sets the tone for their team and inspires them to become the best versions of themselves. Make these qualities a part of your management style and see your team thrive under your leadership.