Great Manager Institute (Certification)’s Post

I became a people manager for the first time in 2008. I was 25 and had no idea what I was doing. So here’s some advice for younger me that might also be helpful to you: 1. Your #1 job is to figure out what the most important problem is and then get everyone aligned on solving it. The most wasteful thing companies do is spend months working on things that ultimately have no impact. Your team is counting on you to focus them in the right places. 2. Slow down. Listen more. Learn from others. Think. If you don’t know what the right answer is, don’t force a decision. Not knowing doesn’t mean you are bad at your job. Taking an extra 1-2 weeks to choose the right path is better than 2-3 months executing the wrong path. 3. You are the leader of your team, but you are not a member of your team. You are a member of your leadership team. Helping the team you lead is part of your job, not the whole job. Your job is to work with your peers to solve company problems, which is a whole lot bigger than what’s good for your team. 4. When you feel yourself getting angry or frustrated at others, notice it, and then get curious. Maybe a co-worker is dealing with some awful stuff in their personal life. Maybe the founder is acting out because they are afraid. Maybe your report is doing bad work because no one taught them. The stories we tell ourselves are usually wrong. Curiosity creates empathy and can expose what actually needs addressing. 5. True leadership and influence comes from people trusting you, not because your job title confers authority. You have to earn it. Be right most of the time. Admit when you are wrong. Have integrity. Be open to the thoughts and feelings of others. Genuinely care about people. Be kind, but also be honest and be fair. And most of all, take a breath. It’s gonna be ok. You got this.

🚨𝐓𝐡𝐞 𝐒𝐡𝐨𝐰 𝐌𝐮𝐬𝐭 𝐆𝐨 𝐎𝐧: 𝐓𝐡𝐞 𝐏𝐨𝐰𝐞𝐫 𝐨𝐟 𝐒𝐭𝐞𝐩𝐩𝐢𝐧𝐠 𝐢𝐧 𝐟𝐨𝐫 𝐘𝐨𝐮𝐫 𝐓𝐞𝐚𝐦🚨 In the hustle and bustle of our professional lives, we often forget that leadership is not just about delegating tasks but about being there for our teams in their times of need. Sometimes, it's perfectly alright to step into your junior's shoes and handle their responsibilities when they are unable to attend the office, for any reason whatsoever. I recently experienced this firsthand, when a member of our team faced an unexpected situation and couldn't make it to work, I took over their tasks. Not because I had to, but because I wanted to support them. 𝐇𝐞𝐫𝐞’𝐬 𝐰𝐡𝐚𝐭 𝐡𝐚𝐩𝐩𝐞𝐧𝐞𝐝: ⭐As I immersed myself in my junior’s work, I realized that true leadership isn’t about maintaining a hierarchical distance. As a reporting manager, you should never feel inferior while doing your junior's work. It is not about hierarchy; it's about 𝐞𝐦𝐩𝐚𝐭𝐡𝐲. It’s about showing that you understand and care. ⭐In any organization, 𝐜𝐨𝐧𝐭𝐢𝐧𝐮𝐢𝐭𝐲 𝐢𝐬 𝐤𝐞𝐲. Stepping in ensures that the workflow remains uninterrupted, which is crucial for maintaining productivity and morale. ⭐When you support your juniors in their tough times, you 𝐛𝐮𝐢𝐥𝐝 𝐚 𝐛𝐨𝐧𝐝 𝐨𝐟 𝐭𝐫𝐮𝐬𝐭 𝐚𝐧𝐝 𝐥𝐨𝐲𝐚𝐥𝐭𝐲. They know they can count on you, and that trust can lead to greater teamwork and dedication. ⭐Your actions set a precedent for the team. When they see you stepping up, they learn the importance of collaboration and support, creating a positive and inclusive 𝐰𝐨𝐫𝐤 𝐜𝐮𝐥𝐭𝐮𝐫𝐞. ⭐Every time you take on a new role or task, you grow. You learn new skills, gain different perspectives, and become more versatile. Leadership is about action, not titles. Let's support each other and create workplaces where everyone feels valued. #Leadership #Empathy #Teamwork #Support #WorkplaceCulture Let's continue to inspire and support one another, making our workplaces better every day.

"While dealing with the relentless demands of the corporate world, I found myself immersed in a labyrinthine maze. One dominated by perpetual deadlines, endless meetings, and mounting expectations. The never-ending grind led me down a path of burnout and countless struggles with mental health. This, however, became a turning point that altered my perception of what success and well-being meant. From that experience, I learned the importance of setting boundaries and maintaining balance. As I moved into management roles, empathy and listening to the people I worked with became the cornerstone of my leadership ideology. Understanding that not all battles are visible, I made it a priority to foster a transparent and communicative culture, making sure that every team member felt heard and valued, even when words failed to convey their challenges and emotions. Driven by this pursuit of self-improvement, both for myself and others, I also became passionate about creating opportunities for people to continuously upgrade their skills and stay on top of industry trends. I pushed my team members to pursue certifications and training, which I believed would help sustain their careers long-term. Another big thing I learned was to appreciate diversity. After living and working in various places and being exposed to different cultures, embracing differences unlocked so many doors. It helped me recognize the strength that emerges from a team comprising various perspectives and backgrounds. Looking back, I'm grateful for the managers who supported me and helped shape my individual philosophy, not just in the office but also in life. My goal now is to take that mantle, by empowering my team members to grow and thrive. While policies and procedures have their place, I prefer to focus on thoughtful principles that give people flexibility and freedom, something that I believe most employees, especially when they’re younger, yearn for. With the right environment, I believe teams can achieve great things. My role is to just walk with them, and make sure I can guide them when they need me." #greatmanager #leadershipskills Tony Joseph Fernandez. PIT Solutions Apply to get featured on the 'Great People Manager' List at bit.ly/b2clanding 

7 𝐓𝐫𝐚𝐢𝐭𝐬 𝐓𝐡𝐚𝐭 𝐃𝐞𝐟𝐢𝐧𝐞 𝐚 𝐇𝐢𝐠𝐡-𝐏𝐞𝐫𝐟𝐨𝐫𝐦𝐢𝐧𝐠 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞: 𝐇𝐨𝐰 𝐭𝐨 𝐄𝐱𝐜𝐞𝐥 𝐢𝐧 𝐘𝐨𝐮𝐫 𝐂𝐚𝐫𝐞𝐞𝐫 In today's competitive work environment, certain qualities distinguish high-performing employees from the rest. Whether you're striving for a promotion, aiming to be a better team player, or simply looking to improve your work habits, embracing these seven traits can set you on the path to success. 1. 𝑻𝒉𝒆𝒚 𝑳𝒆𝒂𝒅 𝒃𝒚 𝑬𝒙𝒂𝒎𝒑𝒍𝒆 High-performing employees don't wait to be asked—they take initiative and set a positive standard. Demonstrating leadership through your actions inspires others and fosters a culture of excellence. 2. 𝑻𝒉𝒆𝒚 𝑨𝒓𝒆 𝑺𝒐𝒍𝒖𝒕𝒊𝒐𝒏-𝑶𝒓𝒊𝒆𝒏𝒕𝒆𝒅 When challenges arise, pointing fingers doesn’t help. Instead, focus on finding solutions. This proactive approach not only resolves issues faster but also builds trust and reliability among your peers. 3. 𝑻𝒉𝒆𝒚 𝑨𝒓𝒆 𝑯𝒖𝒎𝒃𝒍𝒆 𝒂𝒏𝒅 𝑨𝒄𝒄𝒐𝒖𝒏𝒕𝒂𝒃𝒍𝒆 Accountability and humility go hand in hand. Acknowledge your mistakes and learn from them. Celebrate your successes without boasting. This balance cultivates respect and integrity within the workplace. 4. 𝑻𝒉𝒆𝒚 𝑪𝒆𝒍𝒆𝒃𝒓𝒂𝒕𝒆 𝑪𝒐𝒍𝒍𝒆𝒂𝒈𝒖𝒆'𝒔 𝑺𝒖𝒄𝒄𝒆𝒔𝒔 Genuine appreciation for your peers' achievements strengthens team morale. By celebrating others' victories, you contribute to a positive work environment and encourage mutual support. 5. 𝑻𝒉𝒆𝒚 𝑷𝒓𝒐𝒕𝒆𝒄𝒕 𝑻𝒉𝒆𝒊𝒓 𝑻𝒊𝒎𝒆 𝒂𝒏𝒅 𝑬𝒏𝒆𝒓𝒈𝒚 Time management is crucial. Prioritize tasks that align with your goals and avoid overextending yourself. Efficiently managing your energy ensures you remain productive and avoid burnout. 6. 𝑻𝒉𝒆𝒚 𝑪𝒐𝒎𝒎𝒊𝒕 𝒕𝒐 𝑪𝒐𝒏𝒕𝒊𝒏𝒖𝒐𝒖𝒔 𝑳𝒆𝒂𝒓𝒏𝒊𝒏𝒈 The pursuit of knowledge never ends. Aim to improve yourself by 1% every day, whether through new skills, insights, or professional development opportunities. Continuous learning keeps you adaptable and innovative. 7. 𝑻𝒉𝒆𝒚 𝑨𝒗𝒐𝒊𝒅 𝑮𝒐𝒔𝒔𝒊𝒑 Office drama can be a major distraction. Steer clear of gossip and focus on constructive interactions. By maintaining professionalism, you create a more harmonious and effective workplace. By integrating these traits into your daily work life, you'll not only enhance your performance but also inspire those around you. Remember, high performance isn't about being perfect—it's about consistently striving to be the best version of yourself. #LeadershipTalks #SuccessfulLeadership #MantraOfLeadership #CareerAdvancement #BeAGoodLeader

Navigating Changes in the Workplace: Embracing Growth Opportunities 🚀 Discovering that your manager is bringing in additional leadership above you, commonly referred to as "layering," may trigger self-doubt. However, this move is often driven by evolving business needs rather than an assessment of your performance. To effectively manage your emotions and foster productivity, consider the potential benefits of this change. Could it open doors for more mentoring or guidance? Might your new manager offer a fresh perspective or impart valuable skills? Approaching the situation with curiosity can shift your mindset and help you grasp the broader picture. If the selection process for your new boss is ongoing, express your interest to HR or your current manager in being part of it. Demonstrating your commitment to the team and alignment with the new direction can be invaluable. If participation isn't feasible, seek a meet-and-greet with the final candidate to establish an early connection. Invest in building a positive relationship with your new manager from the start. Welcome them warmly during your initial meeting and convey your enthusiasm for collaboration. Allow at least six months before forming a judgment on the efficacy of the working relationship. Maintain a strong connection with your previous manager as they remain a valuable part of your professional network. Initiate a conversation early on to establish a new meeting cadence, whether it's quarterly catch-ups, semi-annual reviews, or as needed. Embrace change as an opportunity for growth and development in your career journey. #CareerGrowth #Adaptability #ProfessionalDevelopment 👔🌱

My boss: "I don't need to know the details, whatever you have done, it must have been good. Complete it, I will take care of everything else." These are the words from Manager which changed my perspective towards my manager and even corporate life during my initial career phase. It was a simple yet profound statement from my manager. A great leader creates another leader. Here are some essentials for being a good leader that impacts life of people around theme in a positive way. 🔑 1. Trust Your Team: Trust is the cornerstone of effective leadership. When you trust your team members and their abilities, it empowers them to take ownership of their work and fosters a sense of responsibility. 🔑 2. Delegate with Confidence: Delegating tasks and responsibilities is an essential leadership skill. Be willing to delegate not just tasks but also decision-making authority when appropriate. Your team will appreciate the opportunity to showcase their skills. 🔑 3. Support and Encourage Autonomy: Provide guidance and support, but also allow your team members the autonomy to find their own solutions and methods. This can lead to innovative approaches and a sense of ownership. 🔑 4. Foster a Positive Work Environment: Create a work culture where trust, support, and open communication are valued. Such an environment encourages employees to excel and contribute their best. 🔑 5. Recognize and Celebrate Achievements: Acknowledge and celebrate your team's achievements, no matter how small. Recognition boosts morale and motivates individuals to continue performing at their best. 🔑 6. Prioritize Work-Life Balance: Encourage a healthy work-life balance among your team members. Understand that personal well-being is essential for long-term productivity and job satisfaction. 🔑 7. Lead by Example: Be a role model for the values and behaviors you want to see in your team. Your actions and attitudes set the tone for the workplace. 🔑 8. Continuously Learn and Adapt: Leadership is an ongoing journey. Stay open to learning from your experiences and adapting your leadership style to the needs of your team and organization. 🔑 9. Inspire Others: Inspire your team with your words and actions. Show them that you believe in their potential and are invested in their growth. 🔑 10. Be Approachable: Maintain an open-door policy and be approachable for feedback and discussions. This fosters a culture of open communication and trust. Do you also have such generous boss ever in career? Tag them in post and thank them. #CareerGrowth #Leadership #Gratitude

A good leader creates great leaders. Why? It's because a good leader is transparent in their struggles, compromises and mistakes, so that the future generations learn from it to become better leaders. All it takes is one person to lead the way and pass the torch.

Should an Employee Be Irreplaceable? Recently, I was looking for a mentor, and my friend recommended her manager. I asked her to tell me more about her. My friend described her as a very engaged and responsible person, always keeping her finger on the pulse. She then mentioned that literally no decision is made without her involvement, providing several examples where, in her absence, the team made independent decisions, facing challenges that the manager could have prevented. At that moment, I realized that this is not the person from whom I would like to seek advice. As a team member and a leader, I always try to avoid indispensability, at least until I build a personal brand as an expert and assemble a team for that project. While I work for a company, my interest is in ensuring that it functions excellently both with and without me. This involves attention to documentation, process development, and granting decision-making authority to colleagues. We fear being replaceable. It's not just the fear of losing a job but also the fear of losing authority within the team. It might seem that being replaceable means not being unique, not being one of a kind. But it's not quite like that. What makes you unique is not only how you perform your job but the sum of all your individual qualities. You are always unique and irreplaceable as a person. However, when we work on a common goal, we must think about the future. You may not always be available to solve certain issues; you may not always be in the right condition to make decisions, and you may not always find the project interesting. Ultimately, you are not immortal. Trust the team, not as a permanent set of people you've known for 10 years and can therefore trust, but as a community that is also interested in the success of the company. And don't be afraid to be replaceable at work. #LeadershipSkills #Teamwork #ManagementFears #TeamManagement #Uniqueness

I’ve been working as a professional for almost 30 years, and yet I am the most driven and motivated that I have ever been. Why is that? Sure, I love my job, the company I work for and the purpose that drives what we do. But it takes more than that. Have you ever seen athletes that seem to never reach potential in one organization, then go elsewhere and thrive? It’s because they found a fit in a system, in a style of play and a place where their talents can be used and pushed to their full potential. And that absolutely translates to office jobs. Having just finished our yearly performance review cycle this has been top of mind, both for myself and for my team members. What defines a fit that ensures high performance? Here are a few of my takeaways: 👉 1. Successful performance is a two-way street that requires open, honest dialogue between managers and team members. Be clear with what you want for yourself but make sure that aligns with the needs of the organization. 👉 2. Clear communication is key. Concisely set expectations and leave no room for ambiguity 👉 3. The reward for good work is more work. Embrace that and crush it. You’ll learn things you may have never been exposed to and you’ll have the opportunity to shine with a broader audience. 👉 4. Operate in a culture that lives and breathes taking chances. Then see the positives in everything. An upbeat spirit is contagious. 👉 5. Reliability is the key to success and growth, and that is 100% earned. But don’t confuse reliability with predictability. Once you have that, number 1 becomes WAY easier. 👉 6. Always look for ways to improve your game. Even the best of athletes work on their weak spots and dig hard to find that edge they strive for. Keep pushing yourself. I hope this is helpful to those of you who may be feeling a change is needed. If you can’t check the boxes above, it may be time to leave. If you can, you may just want a change of scenery. Regardless, these principles have helped me in my first 30 years and I’m always eager to learn more, so curious to hear what works or resonates from you? #leadership #management #designmanagement #performanceculture

Never say, “That’s not my job.” Why? Because it reeks of arrogance and laziness. Instead, chip in and help with what needs to be done, even if it's not your direct responsibility. When you step up: 1. Team morale soars: Helping out fosters a supportive environment. 2. Skills diversify: You learn new things by stepping outside your role. 3. Trust builds: Colleagues see you as reliable and proactive. 4. Leadership notices: Initiative gets recognized and rewarded. 5. Culture strengthens: A “we’re in this together” mentality grows. Here are 5 ways to show up even when it’s not your job: 1. Offer assistance: Ask, “How can I help?” when a team member is swamped. 2. Find solutions: If you see a problem, help brainstorm or find resources. 3. Stay proactive: Don’t wait to be asked, take the initiative. 4. Share knowledge: Offer insights or tips that could help others. 5. Be present: Sometimes, just being there for support makes a huge difference. Do what needs to be done, or help someone find the solution. Period. Even when nobody is watching. ♻️ Repost this to help your network. Thank you 😊 Enjoyed this post? ➡ Follow The Wealthy Corner for More! #Leadership #Teamwork #Initiative #WorkCulture #Proactive