Dinesh Thangamuthu’s Post

No one's born a great manager. The best managers master these 15 skills to drive high-performance. Patrick Lencioni’s “Five Dysfunctions of a Team" defines what makes great teams successful (and how they fall apart). There are skills managers need to master to drive great results and avoid these common pitfalls. 1️⃣ Absence of Trust. Trust is the foundation of any successful team. When team members fail to trust one another or their leaders, they are unwilling to admit their mistakes. To build this foundation, you need to: ↳ Build Trust ↳ Identify Strengths ↳ Empathy ↳ Align Career Goals ↳ Share the "Why" 2️⃣ Fear of Conflict. When team members avoid addressing mistakes or productive conflict, issues and disagreements go unresolved. Frustration builds outwardly or under the guise of artificial harmony or positivity. To drive healthy conflict, you need to: ↳ Run Great One-on-Ones ↳ Share Ideas ↳ Manage Conflict ↳ Give Feedback 3️⃣ Lack of Commitment. Unfortunately, holding back ideas leads to unspoken disagreement about core decisions. As a result, team members may not fully commit to decisions made by the group. To create ownership, you need to: ↳ Decide & Commit ↳ Set Clear Expectations ↳ Delegate & Empower 4️⃣ Avoidance of Accountability. When team members don’t commit to decisions, they fail to hold each other accountable. There may be finger-pointing, shame, and blame. To build accountability, you need to: ↳ Track Performance ↳ Coach and Guide Teammates 5️⃣ Inattention to Results. A lack of alignment and commitment turns teams into a free-for-all. Personal success is prioritized over collective results. They may actively work against one another, putting progress at a standstill. To achieve results, you need to: ↳ Compare results to goals, track learnings, and iterate! What management skills are the most important on this pyramid? Let me know in the comments below! #management #learning #peopleops #learninganddevelopment #hr

Empowering Teams for Success: Management Strategies I've Learned As leaders, we all strive to create a thriving work environment where employees feel valued, motivated, and empowered to do their best work. Over the years, I've implemented several management strategies that have yielded positive results for myself and my teams. Here are a few key takeaways I'd like to share: 1. Foster Open Communication: • Transparency & Trust: Encourage open communication by being transparent about company goals, challenges, and decisions. This builds trust and fosters a collaborative environment. • Active Listening: Practice active listening during meetings and one-on-one conversations. Pay attention, ask clarifying questions, and acknowledge your team members' ideas. 2. Delegate and Empower: • Identify Strengths: Recognize individual strengths and delegate tasks accordingly. This allows team members to leverage their skills and develop a sense of ownership. • Provide Support and Resources: While delegating tasks, ensure your team has the necessary resources and support to succeed. Offer clear expectations and guidance, but also allow room for autonomy and problem-solving. 3. Celebrate Achievements (Big and Small): • Recognition & Appreciation: Recognize and celebrate both individual and team achievements. Public praise and appreciation boost morale and reinforce positive behaviors. • Personalized Recognition: Tailor your recognition to individual preferences. Some may value a public shout-out, while others may prefer a personal thank you. 4. Continuous Learning & Development: • Invest in Growth: Encourage ongoing learning and development for your team. Offer opportunities for skill development through training programs, conferences, or mentorship programs. • Embrace Feedback: Create a culture where feedback is encouraged, both positive and constructive. This fosters continuous learning and individual growth. 5. Lead by Example: • Integrity & Authenticity: Be a role model for your team by demonstrating the values and behaviors you expect. Lead with integrity, authenticity, and a positive attitude. • Embrace Challenges: Don't shy away from challenges. Be a problem-solver and face difficulties head-on with a positive and proactive approach. These are just a few of the management strategies that I've found effective.  I'm always looking to learn and grow as a leader.  #leadership #management #motivation #teamwork #professionaldevelopment #liderazgocreativo #LinkedInNoticiasMéxico

“ Navigating the Challenge of Closed-Minded Management “ We've all encountered that manager who seems more interested in validating their own opinions than in genuinely listening to new ideas or leveraging the strengths of their team. It's frustrating, disheartening, and can stifle creativity and growth. Poor managers often fall into the trap of talking to be heard rather than listening to understand. This mindset not only undermines the potential of their employees but also limits the overall success of the team. So, what can you do if you're working under such management? 1. Pick Your Battles: Focus on the issues that matter most. Sometimes, pushing too hard on every point can lead to burnout. Be strategic about when and how you voice your ideas. 2. Document Your Contributions: Keep a record of your suggestions and contributions. This not only helps in performance reviews but also ensures you have a clear history of your efforts and ideas. 3. Seek Allies: Find colleagues who share your vision and can support your ideas. Collective voices are often harder to ignore than individual ones. 4. Continuous Learning : Keep honing your skills and expanding your knowledge. Even if your ideas aren't being acknowledged now, they may be invaluable in your future endeavors or in a more receptive environment. 5. Know When to Move On: If you find yourself in a situation where your talents are consistently undervalued, it might be time to consider new opportunities. Your growth shouldn't be hindered by someone else's inability to lead effectively. In the end, great managers are those who empower their teams, encourage innovation, and recognize the unique strengths of each individual. If you’re not experiencing this, don’t lose hope—keep pushing forward, learning, and striving for environments that value what you bring to the table. #Leadership #Management #EmployeeEngagement #CareerGrowth #ContinuesImprovement #WorkplaceSurvival

Over my two decades in the service industry, I've encountered a diverse range of management styles, each with its own distinct impact on my professional development and growth. 1. The Remote Manager: This manager maintained a significant distance, both physically and relationally. Interactions were often limited to formal requests, redirects, or performance evaluations. While they provided the necessary resources and direction, there was a lack of genuine connection and personalized guidance. This approach fostered a sense of autonomy, but it also led to feelings of isolation and a limited understanding of the broader organizational goals. 2. The Guiding Manager: This manager recognized my value as an individual contributor and actively sought to align my skills and interests with challenging and engaging work. They fostered a sense of ownership and purpose, encouraging me to explore new opportunities and push beyond my perceived limitations. Their guidance was invaluable, providing me with the support and mentorship needed to navigate challenges and achieve my goals. This collaborative approach created a sense of trust and mutual respect, fueling my motivation and commitment to the team's success. 3. The Cultivating Leader: This individual possessed the rare ability to identify untapped potential. They saw something in me that others had overlooked, and they actively nurtured that potential, creating opportunities for growth and development. They provided resources and instilled a belief in my abilities that propelled me to achieve extraordinary things. This transformative leadership style fostered an environment of trust, empowerment, and exponential growth, enabling me to surpass my own expectations and make significant contributions to the organization. 4. The Mentor: This wildly successful individual blazed a path in multiple areas leaving a tremendous impact and continued success. Unsolicited, they offered me a role in their organization. After accepting they began to coach and mentor me into a more well-rounded contributor to my family, my job, my faith and to society. Under their watch, I blossomed into a better father, husband, leader and man. These experiences have shaped my understanding of effective leadership and its profound impact on individual and organizational success. I believe that a leader's ability to inspire, guide, and cultivate talent is essential for fostering a thriving and productive work environment. #leadership #management #mentorship #careerdevelopment #reflection

Leadership isn’t about power—it’s about people. But, leadership alone isn’t enough. The best managers inspire growth, ignite passion, and push you beyond your limits. How can you spot one? Look for these traits: 💡 Inspires a Shared Vision They don’t just set goals—they paint a compelling picture of success. Every team member knows their role in achieving it, and it feels exciting. 🚀 Challenges Comfort Zones They see potential that even you might miss. They ask you to stretch, take risks, and step out of the familiar. It’s uncomfortable, but that’s where growth happens. ✨ Prioritizes Personal Development Learning isn’t an afterthought; it’s a core priority. Great managers provide training, mentorship, and feedback that fuels your career growth. 💬 Cultivates Open Communication They’re not just “bosses” but active listeners. They create space for honest conversations, making you feel heard and valued. 🌱 Creates a Culture of Trust and Empowerment They trust you to make decisions and encourage autonomy. There’s no micromanagement—only guidance when needed. 💖 Supports Well-being and Work-Life Balance They recognize that you’re more than your role. They advocate for work-life harmony and encourage time off to recharge. Great managers don’t merely drive productivity—they elevate every person around them. And when you work with one, you feel unstoppable. It’s more than just a job; it’s a transformative journey. Think about your own experiences—did a manager ever change your life in unexpected ways? If yes, take a moment to express gratitude. If not, start seeking one who will. Because a great manager doesn’t just want you to succeed—they want you to thrive. ♻️ Find this post valuable? Repost to share it. 🔔 Follow StackFactor Inc. for more content like this! Thank you! #leadership #talentmanagement #mentorship #challenge #creativity #growth #innovation #careerdevelopment

Managers: If your sales ops team members are not growing, you should put more focus on their individual development plan. Growth is different for every member of the team. For some, it's a promotion. For others it's about gaining experience. Take time to connect with your team members individually. Ask open ended questions to get an understanding of what they're looking to achieve in their career. If your team members highlight a desire for a leadership role, begin working on a plan where they can develop soft skills or take on projects where they can get exposure into the leadership realm. Development plans are collaborative and ongoing. Allow your team member to bring the ideas, while you provide them with the opportunity and exposure. Learn to Lead with confidence. Take one small step today. Start here: https://lnkd.in/gPnZWAVG Coach, Mentor, Lead, Succeed.  ------------------------------------------ #NewManager #NewManagers #Management #Leadership #Mentor #Coaching #ProfessionalDevelopment #LeadershipJourney #EmergingLeaders #SalesOperations #TeamCulture #Managers

Ever wondered how to transform junior employees into top-tier managers? 💼✨ The secret lies in this: Instead of providing answers, give them questions. When someone asks for help, resist the urge to give a shortcut or spoon-feed them the solution. Instead, ask them how they would approach the problem. This encourages them to think critically and independently. Here's why this works: * Fosters Independent Thinking: By making them think through the problem, you help them develop problem-solving skills. This is crucial for their growth and your team’s success. * Promotes Collaboration: After they propose a solution, collaborate and give constructive feedback. This process not only improves their approach but also builds a culture of continuous learning and improvement. * Boosts Your Productivity: When team members can solve problems on their own, you free up your time to focus on bigger strategic initiatives. Your role evolves from problem-solver to mentor and leader. * Empowers Your Team: A good leader empowers others to think for themselves. This approach helps you build a team of proactive, confident managers who can drive your company forward. Remember, having people rely on you for every solution can stifle productivity. Instead, encourage critical thinking and collaboration to unlock your team's full potential. 🚀 Start today by asking more questions and providing fewer answers. Watch as your junior employees evolve into exceptional managers, ready to take on any challenge. #Leadership #Management #Empowerment #TeamBuilding #GrowthMindset 🌟

🚀 From Individual Contributor to Team Manager: A Transformative Journey 🌟 Transitioning from an individual contributor to a manager is one of the most significant career shifts one can make. It's not just a change in title; it's a complete transformation in mindset and skillset. Here’s a guide to help you navigate this exciting journey: 1. Embrace the Leadership Mindset 🧠 - Shift your focus from personal achievements to team success. - Cultivate empathy, active listening, and a collaborative approach. - Lead by example and inspire trust and respect. 2. Develop New Skills 📚 - Master the art of delegation: Empower your team by entrusting them with responsibilities. - Enhance your communication skills: Clear, concise, and transparent communication is key. - Learn conflict resolution: Address and resolve conflicts promptly and fairly. 3. Build Strong Relationships 🤝 - Get to know your team: Understand their strengths, weaknesses, and motivations. - Foster a positive team culture: Encourage collaboration, recognition, and support. - Network with other leaders: Seek mentorship and advice from experienced managers. 4. Focus on Strategic Thinking 🎯 - Transition from tactical to strategic planning: Set long-term goals and align them with the organization’s vision. - Prioritize tasks and projects: Ensure that your team’s efforts are aligned with business objectives. - Stay adaptable: Be ready to pivot and adjust strategies as needed. 5. Provide Support and Development 🌱 - Invest in your team’s growth: Provide opportunities for learning and professional development. - Offer constructive feedback: Help your team improve through regular, honest feedback. - Celebrate successes: Recognize and reward your team’s achievements to boost morale. 6. Maintain Self-Awareness and Growth 🌟 - Seek continuous improvement: Regularly assess and refine your management skills. - Balance confidence with humility: Be open to learning from your team and peers. - Manage your time and energy: Prioritize self-care to lead effectively. Transitioning to a management role is challenging but immensely rewarding. Embrace the change, invest in your development, and lead with purpose and passion. Your journey to becoming an effective leader starts now! What tips or experiences have helped you in your transition to a management role? Share in the comments below! 👇 #Leadership #Management #CareerGrowth #TeamSuccess #ProfessionalDevelopment #LeadershipSkills

Most new managers face a harsh reality check. You were promoted because you excelled as an individual contributor. Now, you’re expected to lead others to do the same. But here’s the truth—your success in this role doesn’t come from working harder. It comes from letting go of the work you were once praised for. Letting go feels risky. You’re used to diving into tasks, showing results, and getting the satisfaction of hands-on accomplishment. Now, your priority is empowering and guiding others and getting out of the way. You probably feel pressured to keep proving yourself by doing things “your way.” Every new manager faces this urge. But if you stay in the “doer” mindset, you’re stifling your team’s growth and, in the long run, your own. ➝ Shift the Focus from “Doing” to “Enabling” 🔹 Instead of focusing on your output, invest in helping your team reach their potential. 🔹 Are you creating an environment where people feel empowered to take ownership? 🔹 What could you delegate today that would challenge someone to step up? ➝ Build Trust by Loosening the Reins 🔹 Your team needs to feel trusted. When you hold back or micromanage, you send a message that you don’t believe in their abilities. 🔹 Think about this: are your actions allowing your team to feel like they’re growing or just getting tasks done? ➝ Set Clear, Inspiring Expectations 🔹 Goals shouldn’t just be about numbers. Align team goals with a larger vision that excites people. 🔹 When was the last time you had a one-on-one with your team to understand their personal career goals? ➝ Be Open About Your Learning Curve 🔹 New managers don’t have all the answers, and your team will respect you more if you’re honest about it. 🔹 Where do you feel you could improve as a manager? Share your challenges with your team and ask for their feedback. It builds trust and encourages open communication. ➝ Let’s Talk: Have you found shifting your focus from “doing” to “leading” difficult? How have you managed the balance so far? 💬 Leave a comment below and repost if this resonates. #Leadership #NewManagers #CareerDevelopment #TeamEmpowerment #PeopleManagement