Management experts have offered insights on how to become great and impactful managers of people, noting that managers play a crucial role in shaping an individual’s career.
They explained that managing people with impactful results is achieved by providing mentorship, growth opportunities, and constructive feedback.
The experts, who spoke at a Roundtable to mark this year’s World Managers Appreciation Day, noted that managers’ leadership style and decision-making can significantly influence the career trajectory of their subordinates.
Essentially, effective people management, characterized by leadership, mentorship, and a commitment to creating an inclusive and dynamic work environment that values diversity, equity, and inclusion, is crucial for motivating employees, driving business success, fostering a positive and supportive workplace culture, and ultimately, unlocking the full potential of individuals and organizations.
Alex Goma, a business and leadership consultant, noted that leadership and building confidence as a leader, navigating high-stakes decisions with strategic thinking, and Empowering teams by fostering a sense of ownership and accountability are the hallmarks of a good manager.
He explained that the role of leadership is to create the right vision, provide the right environment motivation, and execute. He quoted Stephen Covey who said, “over time, I have come to this simple definition that leadership is getting results in a way that inspires trust.”
Emmanuel Agu, a Marketing and Leadership Consultant and chairman of Advertising Standards Panel, emphasized that managers often believe that salary is the primary motivator for employees, but it is important to understand what truly motivates them beyond just money.
He spoke about different types of motivation, including intrinsic (working for enjoyment, fulfilment, or alignment with values) and extrinsic (working for external rewards or recognition), citing Daniel Pink’s framework which suggests that autonomy, mastery, and purpose drive high performance and psychological safety.
He noted that where employees feel comfortable sharing ideas is also a key motivator, adding that recognizing individual personalities and providing career development opportunities are also important.
Additionally, he stated the importance of creating a diverse, equitable, and inclusive work environment where talent can thrive for motivating employees beyond salary.
A leadership expert and Founder/CEO, Ideas House Limited, Kehinde Salami, spoke on the art of people management by balancing authority with empathy, explaining that there are two types of leadership styles, including autocratic and democratic. Autocratic leaders make decisions independently, while democratic leaders value team input.
Salami explained that a manager must balance empathy and authority based on the industry type. This is because effective people managers empower their teams, mentor, motivate, and build a culture of excellence.
He also talked about the self-reflection questions for a manager for assessing their leadership style, communication skills, adaptability, accountability, and motivation techniques.
He noted that it is essential for a manager to continually evaluate and enhance their leadership skills to ensure their team’s success. By nurturing a culture of open communication and trust, managers can cultivate a positive work environment where employees feel valued and motivated to perform at their best. Finding the right balance between empathy and authority is crucial for effectively managing a team and striving to achieve organizational goals.
Ajiborode Abiodun, a Business and Career Coach, and CEO of Brand Management Academy, spoke on elevating the team through mentorship. He explained that traditionally, managers were viewed as task-oriented, focusing solely on results and productivity.
However, modern employees, particularly millennials and Gen-Zs, crave a more personal and professional connection with their leaders. They seek mentors who can guide them in their career development and personal growth.
Abiodun defined mentoring as a consensual professional relationship that exists between a mentor (a giver) and a mentee (a receiver) for personal and professional development. Mentoring must first be consensual and be strictly professional. Effective managers can fill this mentorship role, leading to higher engagement, better performance, and reduced turnover rates.
He stated that successful mentors possess certain qualities, including being well-read, knowledgeable, and willing to empower their teams. They prioritize growing people alongside revenue and focus on inspiring their teams to discover their potential.
“Google’s Project Oxygen found that the most successful managers were those who adopted a mentorship approach, actively coaching and investing in their teams’ growth,” he said.
He posited that effective mentoring is not about creating a team in one’s image but rather providing guidance and support to help team members develop their unique strengths and abilities.
