Keeping up with management trends

One thing I work hard on is trying to keep up with new ideas that deal with management, human resources and how to be a better everyday manager.
So my eye's really lit up when I saw a tweet from @teenarose with the line "No-cost white papers, mags, and guides for management and executive professionals http://adjix.com/zwrx".
So now I have shared that link with you here are a few more -

• Harvard Business Review
• Change This
• Meet The Boss.tv
• McKinsey Quarterly

And on iTunes I listen to -

• Entreprenurial Thought Leaders (Stanford)
• Manager Tools
• The Knowledge Interchange (Cranfield)
• McKinsey Quarterly
• Inspiring Words of Encouragement

And then for new trendy new stories I go to -

• Twitter.

One essential part of being a great leader is to be fresh, keep thinking and always look ahead.

Growth and improvement is both constant and attainable

While reading the book 'Be Iron Fit' the author shares a very interesting anecdote about understanding what it takes to achieve and to be a better performer.  He shares a story where he was down on himself because he did not achieve the goal he set for himself when he tried.
Upon review he found that there was 1:40 seperating himself from the guy who beat him.  That equated to a 1% increase in performance.  How hard is it to increase performance by such a small amount?
I love the idea of this story in that with concentrated effort and small improvements then big changes can take place.  When you add together a number of 1% performance increases you can quickly move up to a 3% or 4% increase without noticing.
The same goes with being a good manager, marketer or mobiler.  Through changing our manufacturing methods, marketing returns on investment or ability for mobility then we can grow both ourselves and those around us.
Start by asking yourself the following question - where can I improve my performance by 1% in the next month?
Think about it - if you can improve what you do by 1% per month every month by the end of the year you will have increased your performance by a staggering 12%!
Try these quick areas to start changing and growing -

• Communicating with others,  Say it once and say it clearly.  Don't repeat yourself.
• Measure your statistics.  You need to know if what you are doing is actually affecting change or not. 
• Re-evaluate what you do, how you do it, and why you do it.
• Get someone else to assess you and tell you what they see.  Then change.

Growth takes time.

Building Credibility - Growing Others

One of the keys to long term stability and sustainability is for an organisation to be growing leaders and future managers.  Where do those talented individuals come from?  Often times talented managers are in your department and are in your team already.  The key is being able to spot the talent, challenge them and ultimately release them to show their skill.  

1. Identify talent.  Who in your team has more skills that can be developed?  Is your team members boredom a sign that need a bigger challenge?  Talented individuals are usually the ones who a) have the skill and ability to complete small tasks quickly and effectively, b) are able to get others on side and motivate them to complete their tasks as well and c) think they can do your job better than you can.
2. Take a risk.  Allow your developing managers to lead projects and to stretch their wings.  This is risky for both the existing leader and the aspiring leader.  Both parties need to assess what size project is appropriate and then get to work.
3. Praise and reward.  This is true of every employee but especially so for the aspiring manager.  If they make a mistake - so what?  If they do well - excellent.  One thing to be weary of is being hard or harsh towards someone who is giving it a go.  Review the final outcomes and then  give praise for the good things they have accomplished.  Then find another project or assignment and start the growing cycle again.

Let your up and coming stars stretch their wings, learn from their mistakes and ultimately replace you.

(Image: http://www.flickr.com/photos/dornveek-markkstyrn/4531874943/)