AtmanCo : What are the qualities of a good manager?

If you were to go out and ask "what are the qualities of a good manager", you will probably end up with a list of over 50 qualities.

Not only will have so many, but they will also be quite contradictory to one another. Why? Because it depends on so many factors, and is different for every situation.

The qualities of what makes a good manager vary greatly depending on the organization, its strategy, the manager's specific objectives, and even the team they will be managing.

That being said, there are 4 qualities that everyone can agree are essential for a good manager to possess. We got it all covered for you; the qualities, and the downfall that might come with it!

Being results-oriented is a crucial quality of a good manager, and ensures that they are constantly motivated to reach their objectives. Having a competitive nature and taking pride in their achievements drives the good manager towards obtaining their goals. Being results-oriented also makes the good manager more ambitious; always striving to surpass standards, break records, and be the best.

However, like any quality, there's both "the good" and "the bad". Managers that are highly oriented towards results tend to be more individualistic than team players. They might not particularly like to work as part of a team, and are more determined to win than other people. In addition, they have a tendency to show superiority, and often prefer to rely on themselves than on others.

You might not agree right away, but when you consider that the polar opposite of this quality is "conciliation", you will probably change your mind! A good manager needs a certain level of assertiveness in order to get the job done.

Because they are not afraid of confrontation and do not have a problem expressing their opinion, assertive managers are more capable of influencing others. They are also more comfortable leading a team, and are faster when making decisions; especially unpopular ones. Assertive individuals also make good managers because of their ability to negotiate, close deals, and reach objectives.

The not-so-great side of it: assertive individuals are more opinionated, and tend to be more on the stubborn side. In addition, they may come off as authoritarian, and are more inclined to making impulsive decisions without consulting others.

Because it is their objective to add value to the overall operation of a business, the ability to delegate is one of the most important qualities of a good manager. Their goal is to have global vision, and contribute to the business operation in a more inclusive manner. That being said, the good manager should be able to effectively delegate the day-to-day tasks of the business; especially those that are more bureaucratic in nature, or are less analytical and complex.

Being able to delegate does not only make a more efficient and effective manager, but it can also create a more productive team. Giving your team members additional responsibilities and accountability makes them feel more motivated and empowered.

While there are no specific "bad" traits associated with being able to delegate, it is not a quality that comes naturally to managers. Especially those who have a tremendous drive to succeed, they tend to be more skeptical, doubtful, and untrusting. The motto "if you want something to be done right, do it yourself" is quite common among results-oriented individuals, and they tend to have the most trouble trusting others to take on certain tasks and responsibilities.

The quality that everyone would agree on, and is arguably the most important: Leadership. The ability to direct, motivate, and lead is imperative to a team's success and performance. There are many traits and characteristics that are entailed in this quality, and include: drive and orientation, authenticity, and effective communication.

It is important to know what the qualities of a good leader are!

In order to find a good manager, you must be able to assess individuals and evaluate their traits, characteristics, qualities, and even key skills.

The Atman test allows you to clearly see an individual's personality on many different dimensions, including their thinking structure, source of motivation, leadership qualities, and even their resistance to stress.

Integrated in your the talent acquisition and organizational development processes, psychometric testing will shed more light onto an individual's tendencies and behavior.

Before you start assessing every candidate that comes your way, it is important to determine what kind of manager you are looking for.

The most effective managerial style depends on the organization, its strategy, objectives, and even working environment. Determine what type of manager your candidate is likely to be by using a management profile. This will clearly demonstrates an individual's tendency towards a particular managerial style; whether they are more directive, democratic, consulting, or an achiever.

In addition, it is crucial to ensure that the manager you are appointing is a good fit with the team they will be managing.

Evaluate the complementarity level between the manager and his/her team members. A complementarity report  not only demonstrates the strengths of the collaboration, but it also identifies areas that pose an inherent conflict due to differences in personality. Being aware of these aspects allows the manager to take different approaches, maintain harmony in the workplace, and ensure effective team performance.

Before you appoint a manager, make sure that you have done your research and recognize the qualities of a good manager.

Any successful hire requires the candidate to have a good fit with the position, their team, and with the organization. Assess your manager's knowledge, skills, experience, and personality to optimize your selection process and ensure the effectiveness of the team.

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