This document provides guidance for modern managers on important skills such as patience, communication, and developing a management credo. It discusses effective behaviors for dealing with people, including keeping control of unruly groups by gaining their respect. Managers are advised to assess their patience and communication skills using self-rating tests. Common myths of management are also pierced, such as the idea that managers must call all the shots or remain completely objective at all times. Overall, the document offers advice on developing skills and mindsets to build trust, gain compliance, and lead effectively.

1. SKILLS FOR MODERN MANAGERS
Cecilia Anthony Das

2. EXERCISE
Here’s something to be done…
Think of the best boss you ever had. If there is
no one popping on your mind consider a strong
leader you know and complete the following:
1. When faced with hardship, this manager will …
2. To improve teamwork, this manager will…
3. When explaining a concept, this manager will..
4. To keep control of an unruly group, this manager
will…
5. Employees respect this manager because…
This Exercise will help you focus on appropriate and
effective behaviours and tactics for dealing with
people

3. Rate your Leadership Skills
TEST 1 - PATIENCE
Rate yourself using this 1 -5 scale
1. Never ; 2. Occasionally; 3. Sometimes ; 4.
Usually; 5. Always
When I tell someone to do something and they don’t
do it, I say it again in a firmer tone
When someone talks too slowly, I interrupt
When I see someone do something wrong, I instantly point
it out
When someone keeps me waiting more than a minute or two
I resent it
When someone doesn’t answer my question right away, I cut
in and repeat it

4. SCORING
Add up your score.
17 and more – you could stand to
lighten up and calm down. You need to
relax a little. Your impatience might
reflect an overly controlling mind-set
16 or less, note any 4s and 5s indicates
areas to be improved and will raise
your ability to build trust and gain
compliance

5. Test 2 – Communication Skills
Rate yourself using this 1 -5 scale
1. Never ; 2. Occasionally; 3.
Sometimes ; 4. Usually; 5. Always
When I ask a question, I am very curios to hear the
answer
I like to speak in front of groups
If I disagree, I confirm I’ve understood the other person
before I give my view
If I need to cover many points, I outline what I want to say
ahead of time
When I give instructions or explain complex ideas, I
number each item

6. SCORES
15 or less – you are probably losing
opportunities to bond with others.
Your employees can tell if you’re
distracted or uninterested in what
they have to say and they won’t like
it

7. Management Credo
A credo is a set of beliefs that can
serve as constant reminder of what
you want to achieve in your job and
how
This credo will enable you to meet
with the challenges of management
by identifying the traits you want to
embody and commitments you are
willing to make yourself successful

8. Now…
ASK YOURSELF HOW YOU WANT TO
BE PERCEIVED AS A BOSS BY AN
EMPLOYEE WHO HAS BEEN
REPORTING TO YOU FOR THE PAST
YEARS?
Address key areas such as
Communication
Leadership
Reliability
Motivational style
teamwork

9. An Example of A Management Credo
A 40 year old Sales Manager:
I want to lead by example. If my sales
team sees that I am honest, forthright
and dedicated, then they will strive to
act the same. I believe in listening more
than talking, and not trying to have all
the answers. I will praise well-earned
success and support employees who
need guidance. I will not accept anything
less than full effort from myself or
anyone else.
Adapted from Stettner, 2000

10. PIERCING SIX MYTHS OF
MANAGEMENT
# 1 – YOU MUST CALL ALL THE SHOTS
Don’t believe a second that just because you are
a superior you are in charge of everything.
The fact that you are the superior gives you the
right to delegate – giving others a chance to call
the shots on your behalf
By pulling back and putting employees in
driver’s seat – enables you to lead quietly and
spread the authority
This builds loyalty and teamwork.

11. #2 – You Can’t Trust Anyone
Managers who embrace the
traditional command-and-control
model believe that it is foolish to trust
employees
Refusing to trust anyone would not
help you manage more effectively
and you will certainly isolate yourself
– but blind trust is equally dangerous
Let your relationships with employees
evolve naturally

12. #3: You Must Remain Objective At All
Times
As much as you may want to act like
a cool-under-fire leader, too much
coolness can strip away your natural
personality
There is no need to be emotionless
This behaviour will make you appear
heartless and detached
There is a time and place for
remaining objective – just don’t over
do it!

13. #4: You Must Defend Your Staff
Do not stand up for your employee’s
poor performance
You defending your staff to your boss
would lower their estimation of your
managerial ability
Do not take criticisms personally
Separate your own performance with
theirs
However, defend them when it is
justified!!!

14. #5: You Cannot Back Down
To stay out of fight and give up
ground to more forceful opponent is
sometimes the smartest move.

15. #6: You’re the Best Teacher
You don’t know everything
Just because you have subordinates it
does not mean you are the only teacher
You are not to spoon feed subordinates
with knowledge but guide them to the
right sources if required
Turn key employees as experts where
you can create a coaching environment
If fall on this myth you may fall into the
trap of pretending to know more than
you actually do and risk losing your
credibility!!