Managers use power and authority in so many different ways. The power and authority you gain from a position is only one type of power and I would argue, increasing ineffective - on its own - in today’s workplace.

How managers and leaders use power and authority are a huge part of their effectiveness in their roles

I explain how great managers use power and authority for the benefit of their team, not for themselves; including lots of practical tips for how to best use power as a manager or leader and 7 actions for how to build power as a manager.
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Power itself is not good or bad. How you use power and authority is good or bad. Managing power in leadership is one of many incredibly important leadership skills and a real test of character.

Managers and leaders need power to enable them to do their jobs. Power and authority is part of the job description. There are many types of power, and a manager should aim to build several different types to be truly effective in their role. Some power and authority comes from their position. A key management skills in business is learning how to use this power and build others.

Think about “What is the role of leadership?” and “How should you use power and authority in leadership?”. To build happy, motivated, trusting and high performing teams, I believe you must use as much of the power and authority you have to help the team, to help others improve and perform better.

As a manager or leader, there are so many ways you can use your power for the good of the team (rather than yourself). I share 10 great uses of power and authority, that will gain you appreciation, respect and loyal followers, not to mention a great performing team. Using power wisely will gain you more leadership power.

Team member happily follow leaders that use their power to help the team. These team members work hard and intelligently to support the team. Employee reluctantly, grudgingly follow leaders who use their power to help themselves. These employees do the minimum. Managers are assessed on the performance of their teams, which is why it is so important to use your power for the good of the team.

The power of leader ship comes through all the different ways a good leader builds power and authority. I share 7 practical tried and tested ways to build different types of power in the workplace.

Power is neither good nor bad. How you use power is critical in building high performing teams.

If you have any questions on “How Great Managers Use Power And Authority – Fundamental Principles”, please email me at support@enhance.training and I will get back to you.

Jess Coles
Enhance.training

The goal of every manager should be to build a high performing team or at least a higher performing team. Team performance is how managers are assessed, and it is the core purpose of a manager’s role.

I share 3 must do’s to build a high performing team based on my experience of turning around multiple underperforming teams and winning multiple “Best Team” prizes, again with different teams.
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How to build a high performing team starts with being there for your team. Building high levels of trust is a huge part of high performing teams. Being there for your team day in day out, even when it costs you personally, is a great way to build high levels of trust with your team.

I share 7 practical approaches to demonstrating you are there for your team which will all contribute to create a high performing team. Implementing any of these 7 approaches will have a positive impact on the performance of any team.

The second must do to enable high performance in teams is to set really clear direction. Nearly every management book says this, yet the majority of managers send very mixed messages to their teams resulting in confusion, uncertainty and lower team performance. Most managers tell their team what they want. Very few managers align their decisions, actions and behaviours to fully reinforce those verbal and written directions and expectations.

I give you tips on what to work in for help create a high performing teams culture with very clear direction and expectations. Setting and communicating direction and expectations without causing confusion etc is one of the key leadership skills for managers to practice.

The third must do to build a high performing team is the celebrate the differences. Team become great because they use to the maximum the differences between team members. To build high-performing teams play to team members strengths so two plus two really can equal six rather than four.

Recognising and celebrating the differences within your team is a key part of team performance management. I share 6 practical approaches to demonstrate to your team that you accept and appreciated the different views, approaches, backgrounds, skills etc within your team.

Building a high performing team is possible with nearly any team. Put into practice all the leadership development tips in this video and you will significantly increase the performance of your team.

If you have any questions on “3 Must Do’s to Build a High Performing Team”, please email me at support@enhance.training and I will get back to you.

Jess Coles

Enhance.training

Promoting an employee to manager is a very big deal. A great manager enables and increases team performance. A poor manager reduces team performance and increases team costs. Choosing to promote the right person is a very big deal for you, the team and the business.

Learn 7 behavioural signs to look for when thinking about who to promote to manager plus more great employee promotion best practices.
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The skills needed to be a great employee or contributor are very different from being a great manager. The employee to manager transition is not easy and many don’t make this transition successfully. Having a good employee promotion process to identify the most suitable management candidates will save you a lot of time, costs and frustration.

Business success and the success of the teams you look after depends on the strength of your managers. People are at the heart of every business.

Becoming a great manager is very much a personal journey as it is a professional journey. Having good manager skills is only part of the picture. Knowing how to use those skills to get the best from teams is a much more important to increase team performance.

As part of employee promotion evaluation, I suggest you look for 7 behavioural signs your potential manager should be displaying before they are promoted. If several of these are missing, I suggest delaying promoting or not promoting at all.

Good energy levels are also important as being a manager is a tough job and to be good needs hard work.

I also think to be a good manager, you need good self-awareness. Without good self-awareness it is very hard to manage yourself well. Good self-management gives you an important platform to be able to manage others well.

Another essential for potential managers to look for is their ability to self-learn. The quicker and more independently they can learn, the more likely they will build the management skills they need.

Finally, good organisational awareness is very important to be a good manager. We all work with others, other team and departments. A manager needs to coordinate and prioritise work and support other areas of the business. Good organisational awareness enables them to be a much better job as a manager.

Promotion at work is a big deal for anyone. Promoting an employee to manager, and getting it right is very much in everyone’s best interests, particularly yours!

If you have any questions on “Promoting an Employee To Manager – Who to Choose & Why”, please email me at support@enhance.training and I will get back to you.

Jess Coles

Enhance.training