Are you a meaningful manager or a mediocre manager?
The mediocre manager is unfocused and consistently overwhelmed. The meaningful manager increases performance, security, and growth by managing what matters.
The mediocre manager thinks you have to choose between people and performance. The meaningful manager knows you can choose both.
The mediocre manager is too busy for self-care and self-awareness. The meaningful manager knows that higher performance, security, and growth start with them.
The mediocre manager has unclear expectations for themself and their team. The meaningful manager cocreates clear, prioritized goals and agreements so people know where to focus their precious time and energy.
The mediocre manager thinks praise and encouragement are for the weak. The meaningful manager knows that making meaningful progress on meaningful work—and being regularly recognized for it—is essential for sustaining motivation and high performance.
The mediocre manager is scared to criticize their team because they want to be liked. The meaningful manager knows that people want to do well and that feedback fuels the higher performance they desire.
The mediocre manager only talks about what they need from their people. The meaningful manager appropriately balances their own needs, their people’s needs, and their organization’s needs.
The mediocre manager thinks they are protecting their people by hiding problems from them. The meaningful manager proactively involves their people in discovering and solving problems because overcoming challenges together increases performance, security, and growth.
The mediocre manager frequently cancels one-on-ones and complains about not having enough time to coach their people. The meaningful manager prioritizes frequent, empowering conversations with their people, focused on helping them achieve and grow.
The mediocre manager is afraid to get personal because it might be uncomfortable. The meaningful manager honors each individual’s needs, seeing and supporting their people, especially when it’s hard.
The mediocre manager assumes that if no one is complaining, everything is okay. The meaningful manager proactively requests feedback from their team about what’s going well and what can be improved.
The mediocre manager thinks they know what’s best. The meaningful manager helps their team understand goals and challenges to make better decisions together.
The mediocre manager believes they have to have all the answers. The meaningful manager isn’t afraid to say, “I don’t know.”
The mediocre manager avoids conflict. The meaningful manager is compassionate and direct, even when there’s discomfort, and requires the same from their whole team.
The mediocre manager has a disorganized approach to managing their people. The meaningful manager has a simple system for managing what matters.
The mediocre manager thinks they’ve seen it all before. The meaningful manager never stops learning, realizing they are a masterpiece and a work in progress, just like everyone on their team.
The mediocre manager helps their people succeed at work. The meaningful manager helps their people succeed at work and connect to their larger purpose, contributing to success, well-being, and fulfillment at work and beyond.
Based on learnings from educating and coaching over 10,000 people on leadership, management, feedback, and more, The Meaningful Manager will help you and your team find success, well-being, and profound fulfillment at work and beyond.
Realize your full potential—and theirs—with The Meaningful Manager: Manage What Matters available now!
PS Connect with Jeff on LinkedIn! https://www.linkedin.com/in/jeffsmithphd/