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Last Updated on September 18, 2019

Top 10 Management Skills Any Strong Leader Should Master

Top 10 Management Skills Any Strong Leader Should Master

The newspaper headlines, blogs, social media, TV programs are talking about leaders, leadership qualities and people who occupy high positions in government, enterprises and multinational corporations more and more every day.

We understand that all these high positions are not the main things we should talk about. Leadership is not about the profession, place of a particular person in the hierarchy of the company or government body. It doesn’t make anyone a strong leader.

Being a strong leader means acquiring management skills which allow you to lead people, to get them to the new achievements and high results. That’s the ticket. It doesn’t matter you are a small company manager or an industry leader the next list of TOP-10 management skills will boost your effectiveness, will make you a strong leader.

1. Always Inspire the Team

Remember that your job is not just about hitting goals, enhancing sales or raising profits. We both realize the importance of these indicators for stakeholders and investors.

Now let’s focus on leading your team. Be rooted in reality and always strive to give your empathy, perspective to all circumstances and situations you encounter.

Roll up your sleeves and inspire:

  • Be visible among your staff to become their inspiration. There is no chance to be a good leader hiding in your office on a top floor;
  • Join your team to complete ad-hoc projects. Believe us, your participation and contribution is always inspiring;
  • Focus on each person’s strengths, stay enthusiastic with his/her contribution;
  • Be closer to your team;
  • Find the right words. It may be the biggest challenge of the day, the right words in a difficult situation can show that you are a really good leader.

Need more inspirations? This article can help: The Simplest Ways To Inspire People And Change Their Life

2. Make a Wise Delegation Your Number One Priority

It is obvious that you can’t do everything by yourself. Moreover, you shouldn’t do that.

Your ability to delegate responsibilities shows that you trust your staff, you are sure in their competitiveness.

It is the best thing that you can do within a team environment. You’re able to kill two birds with one stone: you can reduce your own stress level and make the workplace more friendly showing confidence in workers’ abilities.

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How to delegate to the right person?

When you’re thinking about the person who will take some responsibilities consider three factors:

  • The relevance between the skills, experience of the person and the delegated tasks;
  • Working style (is he or she is a team player or independent performer; does he has goals which correspond with the responsibilities which you want to delegate?);
  • The workload of the person (does he/she has time to take new responsibilities or this delegation requires some reshuffling of responsibilities).

Check out Lifehack’s CEO advice on how to delegate: How to Delegate Work (the Definitive Guide for Successful Leaders)

3. Stay Responsible and Don’t Blame

Failures always happen. You need to accept this fact and learn how to overcome them. Your job is not to find who is wrong but to take responsibility together with your staff.

Make your subordinates understand that all of them are accountable for the decisions they make. Remember that you are their leader, you should take a part of the responsibility for their actions.

Always give them a pat on the back if you see their good results but don’t blame in case of failure. Make an atmosphere in which everyone feels your support and willingness to realize mistakes together and work on their improvement hand by hand.

Taking personal responsibility for your company and everything that happens in it including failures will motivate your employees to follow you.

Don’t make excuses, better do this:

  • Take your personal responsibility for the failure;
  • Try to work on the problem to fix it;
  • Think about what you should have done before to prevent this mistake and what to improve in the future.

4. Encourage Creative Thinking and Innovations

What is the difference between the follower and the leader? The leader always looks ahead, he is not afraid of innovations, creative approaches to management and business processes.

Innovative and creative thinking are qualities which make you stand out from the crowd and enable your team to get 200%, not 100% of the result.

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Don’t forget to encourage your staff because the majority of people perceive innovations painfully and adopt new rules with reluctance. It is all about phycology, a good leader should take it into account.

Encourage creativity in your team:

  • Become a model for your staff, show your dedication to innovations;
  • Create a supportive atmosphere for creativity in a workplace;
  • Launch events and processes to find and capture creative ideas;
  • Reward fresh ideas, innovations, celebrate success with your team.

In short, ensure psychological safety in your team, this will encourage more innovative ideas. Learn more about psychological safety here: If You Want an Invincible Team, Make Them Feel Safe

5. Stay Positive in Any Circumstances

If you want to be a great leader, you should understand that you need to be positive and motivated despite any circumstances.

Even in the hardest situation, you should be an example to follow for your staff because you will be who leads the way, so stand firm and show a positive attitude.

Always keep the lights:

  • Create constantly friendly, open atmosphere in your workplace;
  • Remain positive when things go wrong;
  • Find the ways to keep your team motivated when the situation goes in a bad way.

Here’re more tips to help you stay positive: 11 Tips for Maintaining Your Positive Attitude

6. Develop Your Employees

Along with developing yourself don’t forget that without people around you and their skills the success may be not so bright.

Thanks to the staff development, not only employees will get new skills which they can use when they write resumes, your team can make tasks easier; besides, it will foster morale.

Use these tips to develop your staff:

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  • Turn your staff meetings into an instrument of learning;
  • Launch annual education/ training for employees with coaches, experts;
  • Encourage their willingness to develop their skills;
  • Share your own knowledge with your team

7. Remember Your past Experience When Making a Decision

Futuristic vision is good. But you can’t go far in business without your experience. You should make all management decisions taking into account not only your skills, statistics, ideas of key stakeholders or innovative approaches.

You should also consider your past lessons. The right decision made at the right time has a great impact on the masses.

Look ahead, think hard before making a decision. But after you make it, be firm and stand by it.

Improve your decision making:

  • Trust your management vision, intuition;
  • Try to connect your present-day challenge with the lessons which you learned in your career before;
  • Better to take notes when you make important decisions, write down the results both positive and negative so that you could get back to them in the future.

8. Show Your Charisma and Confidence

As for charisma, everything is simple like wiping the window in the rain. People normally are more likely to follow the person who they like.

Let’s remember the best leaders. All of them are friendly, close to people, well-spoken, showing care and empathy.

If you behave in that way, your employees feel that it is not hard to reach you, they will show a willingness to follow you.

Make confidence your strength.

Believe in your success and your company’s prosperity, show it everywhere.

A great leader exhibits confidence to everyone in any situation. (Take a look at the 5 Key Traits of a Charismatic Leadership.) This will inspire your employees and give them the feeling of confidence in the future, that’s exactly what you need for enhancing their achievements.

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9. Sense of Humor Is Vital to Success

As a leader, you need to have a sense of humor. Show it when something goes wrong and you need to encourage, relax your employees.

The ability to laugh things off can make morale up which is so important for staff productivity in difficult situations.

How the sense of humor can save you in some situations:

  • Humor is able to humanize you. It makes your employees feel that you are all in the same boat, boost camaraderie;
  • It is a key component of a set of empathetic leadership.
  • Humor promotes a sense of shared culture, unity in a workplace.

10. Consider Failures as Challenges Not as Unrecoverable Mistakes

Even if you try the hardest in the world failures will happen. Your job is to cope with them and do it with honor.

If something goes wrong, realize that it has already happened and try to find the best solution.

How to manage failures:

  • Remain calm, think logically;
  • Don’t stay apart from your team because it may cause the negative morale;
  • Encourage discussion, communication within the team to find the root of the problem, design the best solution.

The Bottom Line

It is not easy to become a strong leader, you must have a lot of qualities and experiences. You should look ahead and go beyond the frames in your everyday tasks and responsibilities.

Moreover, you should be an example of intelligence, wisdom, honesty, commitment and dedication. And that’s why these 10 management skills are so important to master if you want to become a great leader.

More Resources About Leadership And Management

Featured photo credit: rawpixel via unsplash.com

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John Obstander

John is a productivity geek and a writing enthusiast who has no limits and got wings to take over the world.

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Last Updated on November 20, 2019

How to Measure a Goal? (With Examples of Measurable Goals)

How to Measure a Goal? (With Examples of Measurable Goals)

Everyone sets goals. Whether they are daily goals like completing a project, personal aspirations like traveling the world, or even workplace targets, setting a goal isn’t enough to get you over the line unfortunately. This is why only eight percent of people achieve their goals.[1]

So how do the high achievers do it?

By setting measurable goals, keep track of them and progress towards these goals.

To help you out, I’ve put together a simple guide on measuring goals. I’ll show you a SMART framework you can use to create measurable goals, and how you can track its progress.

To begin, let me introduce you to the SMART acronym.

What Is a Measurable SMART Goal?

SMART stands for Specific, Measureable, Achievable, Relevant, and Time-Bound. They help set clear intentions, this way, you can continue staying on course.

When you’re writing a SMART Goal, you need to work through each of the terms in the acronym to ensure it’s realistic and achievable.

It’ll help you set specific and challenging goals that eliminate and vagueness and guesswork. It’ll also have a clear deadline so you know when you need to complete it by.

Here’s what SMART stand for:

Specific

Your goals need to be specific. Without specificity, your goal will feel much harder to complete and stick to.

They should also have a specific outcome. Without the outcome, it will be hard to focus and stay on task with your goals.

I can’t stress this enough. In fact, two researchers Edwin Locke and Gary Latham, found that when people set specific yet challenging goals, it led to increased performance 90 percent of the time.[2]

Here’s an example of a specific goal:

Increase sales by 10% in 90 days. 

Measurable

You need to be able to measure these goals.

Examining a key metric and quantifying your goals will help track your progress. It will also identify the mark at which you’ve completed your task.

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Measurable can mean many different things, but generally speaking, you want to be able to objectively measure success with a goal.

Whether it’s via analytical data, performance measures, or direct revenue, ensure your goal is quantifiable.

Achievable

Why do you want to reach this goal? Is it important for you or your organization?

Once you identify the key benefit, add that into your goal, so it helps your team members understand the importance of the goal and how it contributes to the bigger picture.

Relevant

Why do you want to reach this goal? Is it important for you or your organization?

Once you identify the key benefit, add that into your goal so it helps your team members understand the importance of the goal and how it contributes to the bigger picture.

Timely

This is one of my favorite parts of SMART goals….setting the deadline.

The timeframe will create a sense of urgency. It functions as a healthy tension that will springboard you to action.

Examples of Measurable Goals

Now that we know what a SMART goal is, it’s time to help you make your own SMART goal.

Let’s start with the first step: specificity.

Specific

A specific goal should identify:

  • What’s the project or task at hand?
  • Who’s responsible for the task? If you’re breaking the task down, who is responsible for each section?
  • What steps do you need to do to reach your goal?

Here’s a bad example:I want to have a better job.

This example is poor because it’s not specific enough. Sure, it’s specific to your work, but it doesn’t explain whether you want a promotion, a raise, a career change, etc.

What about your current job do you want to improve? Do you want to change companies? Or are you striving for more work-life balance? What does “better” really mean?

Let’s transform this into a good example.

I want to find a new role at a Fortune 500 company that improves my current salary and work-life balance.

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If you’re not too sure what the specific outcome should be, you can use mindmaps to brainstorm all the possible options. Then choose a few or one from the mindmap.

With the example above, to become a better growth marketer, I have to explore different learning options like online courses, blogs, books, or in-person courses before I made a decision.

Measurable

Goals need to be measurable in a way where you can present tangible, concrete evidence. You should be able to identify what you experience when reaching that goal.

Ideally, you should go for a metric or quantity as quantifying goals makes it easier to track.

Here’s a bad example:

I will get a promotion at work for improving quality

Here’s a good example:

I am going to land a promotion to senior VP by improving my work quality. When I say work quality, I will measure this by projects completed, revenue earned, and success factors important to my superiors.

If you’re having difficulty measuring your goals, you can use a goal tracking app. They’re a great way to measure your progress, especially if it’s time-based.

In addition, I love to use the following strategy to keep myself accountable and ensure I’m hitting goals:

Reminder emails.

I schedule emails to myself asking for measurable data on my goals, and even CC others to hold me accountable.

For example, if you work with a team, CC them on your email to keep yourself honest and on-track.

Here are five methods you can use to measure your progress towards the goal:

  1. Keep a record – Have you recorded all your actions?
  2. Assess your numbers/evidence – Are you breaking your commitments?
  3. Create a checklist – Can you simplify your tasks?
  4. Stay on course – Are you moving forward with your plan smoothly?
  5. Rate your progress – Can you do better?

Achievable

When it comes to being able to achieve your goals, you should stick to Pareto’s principle. If you’re not too sure what it is, it’s the 80/20 rule.

Don’t just attack and go for everything at once! Pick things that give you the most results. Then, work on the next objective or goal once you’ve completed your first ones.

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Here’s a bad example:

To get more work-life balance, I will examine all factors of my work and how to trim down the time I spend on them.

Here’s a good example:

This week I will record my time spent on projects to analyze the amount of revenue or success they generate. Projects that fall short of production will get less time and resources than others. 

Relevant

It’s always important to examine your goal to ensure it’s relevant and realistic to what you’re doing.

This is where the bigger picture comes in.

Here’s a bad example:

I want to be promoted to CMO because I need more responsibility.

In this case, it’ll be unlikely for you to receive a promotion if the purpose and reason behind your goals are not strong.

Here’s a good example:

I want to be promoted to CMO because I enjoy digital marketing. I’m currently excelling in X, Y, and Z digital marketing practices, and I believe that via a promotion I can further grow the business via X, Y and Z.

The why will help you grind out in moments when you just want to throw in the towel, and also provide more purpose for your goals.

Timely

And…finally we’ve hit the deadline.

Having a due date helps your team set micro goals and milestones towards the goal.

That way, you can plan workload throughout your days, weeks, and months to ensure that your team won’t be racing against the clock.

Let’s start with a bad example:

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I’m going to land a new promotion this summer.

Now, let’s turn this into a great example:

Within the next month I will increase marketing revenue by XX%. Then, within three months I will expand the digital team, hire two new employees and scale it. Within five months I will leverage this success into a new role.

So that’s how you create a measurable goal.

Here’s a summary of the example above in the order of its acronyms.

Overall Goal: I want to transition into a new role with a reputable company.

  • S: I want to find a new role at a Fortune 500 company that improves my current salary and work-life balance.
  • M: I am going to land a promotion to senior VP by improving my work quality. When I say work quality, I will measure this by projects completed, revenue earned, and success factors important to my superiors.
  • A: This week I will record my time spent on projects to analyze the amount of revenue or success they generate. Projects that fall short of production will get less time and resources than others.
  • R: I want to be promoted to CMO because I enjoy digital marketing. I’m currently excelling in X, Y, and Z digital marketing practices, and I believe that via a promotion I can further grow the business via X, Y and Z.
  • T: Within the next month I will increase marketing revenue by XX%. Then, within three months I will expand the digital team, hire two new employees and scale it. Within five months I will leverage this success into a new role.

But before we finish off, I want to leave you with a note:

If you want to ensure you reach your goals, make sure you’re accountable. Ensure that you will stick by the goal and deliver the results that you want. Because sometimes, the goal might not just be for you. It could be goals for your clients, customers, and even loved ones.

For example:

Here, Housecall Pro promises customers that they grow up to 30% in one year.

By placing that statement on their landing page, they’re keeping themselves and their goals accountable to their customers.

For personal goals, tell your friends and family.

For professional goals, you can tell your peers, colleagues, and even your clients (once you’re ready).

Bottom Line

So to wrap things up, if you want to measure a goal, be SMART about it.

Start with a specific outcome in mind; make sure it’s measurable, achievable, relevant, and timely to your existing schedule.

While 92 percent of people fail to reach their goals, you can be the exception.

Reach your goals by setting targets and objectives together.

More About Goals Setting

Featured photo credit: Green Chameleon via unsplash.com

Reference

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