Effective Management: Key Traits of Great Leaders
As I’ve worked with managers at all levels—whether executive, middle management, or newcomers—I've learned a lot about what makes the best leaders stand out. From my experience, there are several traits and systems that set exceptional managers apart.
1. Consistent One-on-One Meetings
One of the most important habits of great managers is the regular and consistent one-on-one meetings with their direct reports. These meetings allow leaders to mentor, provide guidance, and build relationships with their teams. The frequency of these sessions can vary based on the pace of the organization and the needs of the individual, but I’ve found that a cadence of bi-weekly meetings is ideal. Weekly meetings work for fast-paced roles that require more frequent guidance, while monthly check-ins may be too far apart, especially for those who aren't at the senior executive level.
These meetings are typically between 30 minutes to an hour, providing enough time to address important priorities, offer support, and build a meaningful connection. It’s essential that these meetings happen consistently, as canceling them can lead to missed opportunities to resolve issues proactively and nurture the relationship.
2. Structured Team Meetings
The best managers not only meet with individual team members but also ensure there’s regular communication with their full teams. Whether it’s through leadership team meetings or broader team check-ins, these sessions are vital for discussing organization-wide priorities and engaging everyone in the conversation. In my case, I meet monthly with my direct leadership team, hold weekly 30-minute check-ins, and host quarterly full team meetings to align everyone on goals and progress.
Regular team meetings foster an environment where everyone can ask questions, share expertise, and collaborate to move the organization forward.
3. Getting to Know Your People
Great leaders take the time to understand their team members on a personal level. This doesn’t mean becoming best friends, but rather getting to know their hobbies, families, and how they like to be recognized. I find that asking thoughtful questions—whether in one-on-ones or via surveys—can help build rapport and ensure people feel valued. Simple things like remembering a team member's birthday or acknowledging their personal milestones can go a long way in fostering a supportive and engaging work environment.
4. Relying on Team Expertise
The best managers are not lone wolves; they understand the value of bringing their teams into decision-making processes. True leadership is about recognizing that you don’t have all the answers and that others—often those closest to the problem—have valuable insights. By tapping into the collective expertise of your team, you not only make better decisions but also empower your team members to feel involved and valued.
In practice, this means engaging your team early in discussions about organizational priorities or challenges. Whether you're tackling a new project or deciding how to allocate resources, asking for their input fosters a sense of ownership and collaboration.
5. Creating an Open and Supportive Environment
Many leaders claim to have an "open-door policy," but in reality, their availability is limited due to packed schedules and constant meetings. While I don’t believe top leaders need to be available all the time, it’s essential to create opportunities for team members to reach out when they need support. Regular one-on-ones and team meetings help facilitate this, but it’s also important to cultivate a culture where team members feel comfortable asking for help and sharing concerns.
Through my years of experience working with managers at all levels, I've learned that the most effective leaders are those who prioritize consistent communication, value their team's input, and take the time to understand their people. By integrating these practices into your leadership style, you can foster a more engaged, collaborative, and high-performing team.
