First Line Managers Must Understand Personal Interest

First Line Managers Must Understand Personal Interest : Personal interest exists. This means that an individual has a special interest in protecting or promoting what is their own personal benefit. Alternatively, there are groups that seek to support or control existing systems or activities from which they derive personal gain.

The personal interest of first-line managers is in the goals of their functional areas. The external business environment of first-line managers is also important. Effective first-line managers must promote a balance between their own interests and those of others. First-line managers are like fish in water; Fish contain water and are in the water. There are internal business interests and external business interests. Let’s consider the importance of this.

First consider, the internal interests of the business and the role of managers in each. There are two types of first-line managers; functional line managers and general managers. I am a functional line manager as a restaurant manager, accounting manager and regional sales manager, in this role, my success is dedicated to that function. I am a hotel general manager and a Business Office Manager; In this role, my interest is in achieving all functional goals of the organization.

Functional first-line managers must ensure their area of ​​responsibility achieves defined departmental goals. A functional manager is successful if their departmental goals are met. Removed manager not working. The manager’s acceptable goals are within the acceptable range.

Managers whose consistency exceeds their goals are considered for higher management. They are top players. This is where the point, functional managers must maintain a balance between the interests of his department and the interests of other departments.

As District Accounting Manager, I approve credit on sales contracts for equipment sales, marketing functions. If I’m too selective, marketing doesn’t make salespeople’s quotas and salaries suffer. … Read more

Does Your Leadership Style Create Extraordinary People?

Does Your Leadership Style Create Extraordinary People? : Many people claim that they deserve to be in leadership positions. In an organization, the top leaders are part of the C-Suite. They are Chief Executive Officer – CEO, Chief Financial Officer – CFO, Chief Operating Officer – COO, Chief Technology Officer – CTO, etc.

The CEO is the chief of the chiefs and the others report to him. In many large companies, there is a board of directors. The board hires and fires the CEO. This is the top leader of any company. They make policies, allocate resources and develop strategies to carry out the company’s mission.

To reach C-Suite, you need to have a certain mindset. This is a mindset that most don’t have. There are two things most people don’t understand about C-Suite. However, they still believe that they can function at this level. Therein lies the dilemma.

The first thing is the idea or image of being a leader. Most people believe that leaders exist to tell others what to do. If you tell your people what to do, you’re either a bad leader or you’re hiring the wrong people. Either way it is the result of his leadership skills or lack of it. Steve Jobs said the best. “It doesn’t make sense to hire smart people and tell them what to do; we hire smart people so they can tell us what to do.”

Bob Weissman, former CEO of Dun & Bradstreet says people should know how to do 90%-95% of their work without your support. 5%-10% they need support from the CEO or boss.

The second challenge is a much bigger obstacle for those seeking leadership positions. The challenge revolves around the need to be constantly engaged in abstract thinking. Leadership is where the possibilities come … Read more