The ideal Manager has the following abilitites:

1. Keeps people informed
2. Listens
3. Is trustworthy
4. Honest
5. Is accessible
6. Fair
7. Is approachable
8. Is positive
9. Follows up
10. Is supportive
11. Consistent
12. Lets them know where they stand

If you would like some tools to develop in the above areas as an effective leader, incorporating leadership development training, subscribe to our website where we can show you step by step how to be an effective leader.

The following relationship habits have been identified as being possibly current ways that Managers interact with employees.  They all have negative consequences as outlined below:

1. We play favourites with employees.  Employees see this behaviour and model their behaviour on yours.  They may have favourite Managers or employees too, that they know that they can talk to about what is going in the workplace.  Or they may be able to manipulate these Managers by playing games.
2. We micro manage employees.  By not giving employees the space to perform their jobs, you are indicating that you don't trust employees to do the right thing and therefore cause them to do the wrong thing as that is the behaviour that is expected of them.
3. We expect employees to stay late after work and not to be paid for over time.  Employees may have commitments after work such as children or sporting activities.  In order for them to feel balanced and happy, they need to engage in activities outside of work.  More follows....
4. We only meet with employees when they have done something wrong.  They will come to associate you being the School Principal and that the only time they come to you is when they are being told off.
5. We get emotionally involved with our employees.  To remain objective when dealing with employees, we should keep our emotions out of the discussion and request our employees to not become emotional.
6. We begin to believe the soap opera.  Staff members can hardly be expected to speak about facts if they are becoming emotional.  Try and address what the real problem is without directing blame to employees.
7. We get caught up in the dramas and stress of the workplace.  If someone wants to drag you into a witch hunt, refuse to be involved.  Don't contribute to the conversation and don't get involved.
8. We think we can "save people".  Does that person want to be saved?  What are they getting in return for acting that way?  Are you rewarding that bad behaviour by giving them attention?
9. We believe that if they like us, everthing will be OK.  We are all different in personality, background, how we look and the life experiences that we have had.  We cannot expect everyone to like us, nor should everyone like us, if we are saying and doing things just to benefit a person or a group of people, what have we sacrificed in order to maintain that relationsihp?  Is that in line with the business vision and mission?

Stress causes a rise in brain chemicals or changes the balance of chemicals, resulting in neurons in the brain not working properly.

This makes us look bad in front of others as we are unable to respond in an objective way. This can cause the following problems:

• You may say something inappropriate
• You will not be able to think one step ahead to solve the situation
• The argument will get worse
• You will get angry and frustrated
• You will look unprofessional
• If other employees are around, they will take sides

Before you go into a meeting with a customer or employee, consider the following:

1. Go in disconnected to your emotions.  Be objective right from the start and try and obtain a positive outcome without concentrating on the communication techniques of the other people in the meeting.
2. Make a plan.  Plan what you would like to achieve in the meeting, send an Agenda so that the attendees will know what to expect.  Allow twice as much time as you think it would take for the meeting.
3. Ask lots of questions and listen.  Don't get caught up in the drama.  Try and ascertain the facts.
4. Give everyone equal access to your time.  Ensure that you treat everyone fairly with your time, even those trouble makers.
5. Set a course for the discussion and consistently follow it.  It is a good idea to set an Agenda and send it before the meeting so that all attendees know what will be covered in the meeting.

If you liked this article, there are plenty more articles about how to run effective meetings.