Nobody is born a leader. Nevertheless, important qualities that you need as a leader are often already in your cradle. Either way, you need to learn how to lead properly. Self-management can be the key to making you the perfect leader. We have summarized how you can achieve this in just three steps in this article.
Self-management is a skill that can make your working life much easier. It is the ability to shape and drive your personal and professional development independently and completely autonomously. Many aspects play a role here: from time management to the ability to set realistic goals for yourself.
You can never change the other person, you can only change yourself. This old adage applies perfectly to you and your development into the leader you want to be. How exactly can good self-management get you there?
At first glance, this sounds easier than it actually is in practice. However, prioritizing tasks is the most important basis for working effectively with your team. Only if you know what is really important can you communicate this to others. There are various methods for doing this, which we would be happy to introduce to you personally as part of a coaching session. One important aid is the so-called Pareto principle or the 80:20 rule. This states that you can achieve 80% of the result with 20% of the effort - if you concentrate on the primary tasks.
Of course, you can simply put all the important tasks on your own to-do list, but at some point you will fail at one central point: time. The mountain of tasks grows, there is less and less time for the important tasks and at some point you will make mistakes or end up on sick leave due to burnout. Delegating correctly can be learned. A leader's competence is essentially based on delegating as many tasks as possible to the right employees. Your main task is to lead your team and make strategic considerations - you have qualified staff for the core tasks.
Learning requires feedback. Your team can only develop and grow with the tasks if you give your employees feedback. Feedback is often still equated with negative criticism and appraisal interviews only take place when something has gone wrong. Instead, feedback meetings should be an integral part of everyday company life. These discussions must be designed in such a way that they are constructive for employees and reveal potential for further development. Praise also belongs in these discussions, because motivation is the engine that drives your employees.
If you take these tips to heart, you are already well on the way to becoming exactly the manager you want to be. If you have any questions or problems, we are happy to help.