What competencies does an effective manager need to develop?
Competencies are usually divided up into clusters; that is, groups of similar competencies under a set of headings. Competencies are developed with the individual organisation in mind so it is not possible to give one definitive set of competencies here; within your own organisation these will vary somewhat. However, there are some general agreements about what makes an effective manager so we can extrapolate from these and find some common themes.
Competency clusters for managers
My work - managing my own work area and the service my section provides
My people - managing my team; ensuring they are skilled in their jobs, motivated and productive and that a good team spirit exists between them
Myself - managing the stress of my job with composure, being self aware and seeking development opportunities
My organisation - keeping up-to-date with developments at an organisational level, managing change positively, helping drive the organisation forward and achieve its objectives
Focus on competencies
My work:
- Maintains a thorough understanding of organisational dynamics and how to work within the culture to achieve results
- Maintains a broad knowledge of organisational policies and procedures and relevant legislation
- Plans and monitors the delivery of the service by accurately estimating needs and prioritising resources appropriately so that budgets are adhered to
- Delegates tasks to others and makes sure deadlines are met
- Relies on experience to understand and evaluate problems
- Gathers information from a variety of sources before making decisions
- Sets professional standards and develops procedures to ensure they are maintained
- Strives to ensure that a quality service is delivered in a fair and equitable manner
My people:
- Manages the team in a transparent and equitable manner
- Provides clear direction on a regular basis and adopts an approachable management style
- Deals with under-performance in a timely manner and ensures improvement where possible
- Communicates in a clear and effective manner, listening and ensuring that messages are clearly understood
- Ensures that regular two-way communication happens across functions and levels
- Promotes a culture of involvement and consultation within the team and rewards positive contributions
- Motivates staff towards the provision of a quality service
- Works with individuals to identify strengths and development needs
- Strives to ensure professional and personal development for team members
Myself:
- Inspires others to maintain professional standards and work towards common goals
- Leads by example and provides clear direction
- Accepts responsibility and accountability
- Maintains a calm and controlled style in all situations
- Demonstrates energy and enthusiasm for their role
- Is flexible during challenging times and perseveres despite setbacks and the pressures of the role
- Demonstrates a practical commitment to their own professional and personal development
My organisation:
- Promotes change actively and continuously strives to improve the quality and efficiency of the service
- Takes the initiative to proactively identify inefficiencies and implement solutions
- Encourages others to embrace change positively
- Makes appropriate use of technology to advance the quality and efficiency of the service
- Regularly updates their knowledge of organisational policies and procedures and relevant legislation
You need to find out what competency frameworks exist in your organisation ie. what are the competencies that are required to be an effective manager where you work. You will then know what the organisation expects of you as a manager.
This will provide a very useful pointer to determining your development needs and in enlisting your manager’s help in the realisation of your learning objectives.