{"id":2055,"date":"2025-06-24T10:34:24","date_gmt":"2025-06-24T03:34:24","guid":{"rendered":"https:\/\/binus.ac.id\/malang\/ebc\/?p=2055"},"modified":"2025-06-24T10:34:41","modified_gmt":"2025-06-24T03:34:41","slug":"what-great-managers-do","status":"publish","type":"post","link":"https:\/\/binus.ac.id\/malang\/ebc\/what-great-managers-do\/","title":{"rendered":"What Great Managers Do?"},"content":{"rendered":"<p style=\"text-align: center\"><strong>What Great Managers Do?<\/strong><\/p>\n<p style=\"text-align: center\">Penulis: Muhammad Idham Sofyan, S.E., M.M.<\/p>\n<p><strong><em>What Great Managers Do? By Marcus Buckingham<\/em><\/strong><\/p>\n<p>You\u2019ve spent months coaching that employee to treat customers better, work more independently, or get organized \u2013 all to no avail.<\/p>\n<p>How to make better use of your precious time? Do what great managers do: instead of trying to change your employees, identify their unique abilities (and even their eccentricities) \u2013 then help them use those qualities to excel in their own way.<\/p>\n<p>You\u2019ll need these 3 (three) tactics:<\/p>\n<ul>\n<li><strong>Continuously tweak roles to capitalize on individual strengths. <\/strong>One Walgreens store manager put a laconic but highly organized employee in charge of restocking aisles \u2013 freeing up more sociable employees to serve customers.<\/li>\n<li><strong>Pull the triggers that activate employees\u2019 strengths. <\/strong>Offer incentives such as time spent with you, opportunities to work independently, and recognition in forms each employee value most.<\/li>\n<li><strong>Tailor coaching to unique learning styles. <\/strong>Give \u201canalyzers\u201d the information they need before starting a task. Start \u201cdoers\u201d off with simple tasks, then gradually raise the bar. Let \u201cwatchers\u201d rise shotgun with your most experienced performers.<\/li>\n<\/ul>\n<p>A closer look at the three tactics:<\/p>\n<p><strong>Capitalize on Employees\u2019 Strengths<\/strong><\/p>\n<p>First identify each employee\u2019s unique strengths: walk around, observing people\u2019s reaction to events. Note activities each employee is drawn to. Ask: \u201cWhat was the best day at work you\u2019ve had in the past three months?\u201d Listen for activities people find intrinsically satisfying.<\/p>\n<p>Watch for weakness, too, but downplay them in your communications with employees. Offer training to help employees overcome shortcomings stemming from lack of skills or knowledge. Otherwise, apply these strategies:<\/p>\n<ul>\n<li>Find the employee a partner with complementary talents. A merchandising manager who couldn\u2019t start tasks without exhaustive information performed superbly once her supervisor (the VP) began acting as her \u201cinformation partner.\u201d The VP committed to leaving the manager a brief voicemail updates daily and arranging two \u201ctouch base\u201d conversation weekly.<\/li>\n<li>Reconfigure work to neutralize weaknesses. Use your creativity to envision more effective work arrangements, and be courageous about adopting unconventional job designs.<\/li>\n<\/ul>\n<p><strong>Activate Employees\u2019 Strengths<\/strong><\/p>\n<p>The ultimate trigger for activating an employee\u2019s strengths is recognition. But each employee plays to a different audience. So, tailor your praise accordingly.<\/p>\n<table style=\"height: 338px\">\n<tbody>\n<tr style=\"height: 18px\">\n<td style=\"height: 18px;width: 301px\">If an employee values recognition from\u2026<\/td>\n<td style=\"height: 18px;width: 301px\"><\/td>\n<\/tr>\n<tr style=\"height: 80px\">\n<td style=\"height: 80px;width: 301px\">His peers<\/td>\n<td style=\"height: 80px;width: 301px\">\n<ul>\n<li style=\"text-align: left\">Publicly celebrating his achievement in front of coworkers<\/li>\n<\/ul>\n<\/td>\n<\/tr>\n<tr style=\"height: 80px\">\n<td style=\"height: 80px;width: 301px\">You<\/td>\n<td style=\"height: 80px;width: 301px\">\n<ul>\n<li>Telling him privately but vividly why he\u2019s such a valuable team member<\/li>\n<\/ul>\n<\/td>\n<\/tr>\n<tr style=\"height: 80px\">\n<td style=\"height: 80px;width: 301px\">Others with similar expertise<\/td>\n<td style=\"height: 80px;width: 301px\">\n<ul>\n<li>Giving him a professional or technical award<\/li>\n<\/ul>\n<\/td>\n<\/tr>\n<tr style=\"height: 80px\">\n<td style=\"height: 80px;width: 301px\">Customers<\/td>\n<td style=\"height: 80px;width: 301px\">\n<ul>\n<li>Posting a photo of him and his best customer in the office<\/li>\n<\/ul>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>&nbsp;<\/p>\n<p><strong>Tailor Coaching to Learning Style<\/strong><\/p>\n<p>Adapt your coaching efforts to each employee\u2019s unique learning style:<\/p>\n<table>\n<tbody>\n<tr>\n<td width=\"301\">If an employee is\u2026<\/td>\n<td width=\"301\">Coach him by\u2026<\/td>\n<\/tr>\n<tr>\n<td width=\"301\">An <strong>\u201canalyzer\u201d<\/strong> \u2013 he requires extensive information before taking on a task, and he hates making mistakes<\/td>\n<td width=\"301\">\n<ul>\n<li>Giving him ample classroom time<\/li>\n<li>Role-playing with him<\/li>\n<li>Giving him time to prepare for challenges<\/li>\n<\/ul>\n<\/td>\n<\/tr>\n<tr>\n<td width=\"301\">A <strong>\u201cdoer\u201d<\/strong> \u2013 he uses trial and error to enhance his skills while grappling with tasks<\/td>\n<td width=\"301\">\n<ul>\n<li>Assigning him a simple task, explaining the desired outcomes, and getting out of his way<\/li>\n<li>Gradually increasing a task\u2019s complexity until he masters his role<\/li>\n<\/ul>\n<\/td>\n<\/tr>\n<tr>\n<td width=\"301\">A <strong>\u201cwatcher\u201d<\/strong> \u2013 he hones his skills by watching other people in action<\/td>\n<td width=\"301\">\n<ul>\n<li>Having him \u201cshadow\u201d top performers<\/li>\n<\/ul>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><strong>\u00a0<\/strong><em>Source: HBR\u2019s ten must reads on managing people (2011)<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>What Great Managers Do? Penulis: Muhammad Idham Sofyan, S.E., M.M. What Great Managers Do? By Marcus Buckingham You\u2019ve spent months coaching that employee to treat customers better, work more independently, or get organized \u2013 all to no avail. How to make better use of your precious time? Do what great managers do: instead of trying [&hellip;]<\/p>\n","protected":false},"author":42,"featured_media":2056,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[12],"tags":[],"class_list":["post-2055","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-articles"],"_links":{"self":[{"href":"https:\/\/binus.ac.id\/malang\/ebc\/wp-json\/wp\/v2\/posts\/2055","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/binus.ac.id\/malang\/ebc\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/binus.ac.id\/malang\/ebc\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/binus.ac.id\/malang\/ebc\/wp-json\/wp\/v2\/users\/42"}],"replies":[{"embeddable":true,"href":"https:\/\/binus.ac.id\/malang\/ebc\/wp-json\/wp\/v2\/comments?post=2055"}],"version-history":[{"count":2,"href":"https:\/\/binus.ac.id\/malang\/ebc\/wp-json\/wp\/v2\/posts\/2055\/revisions"}],"predecessor-version":[{"id":2058,"href":"https:\/\/binus.ac.id\/malang\/ebc\/wp-json\/wp\/v2\/posts\/2055\/revisions\/2058"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/binus.ac.id\/malang\/ebc\/wp-json\/wp\/v2\/media\/2056"}],"wp:attachment":[{"href":"https:\/\/binus.ac.id\/malang\/ebc\/wp-json\/wp\/v2\/media?parent=2055"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/binus.ac.id\/malang\/ebc\/wp-json\/wp\/v2\/categories?post=2055"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/binus.ac.id\/malang\/ebc\/wp-json\/wp\/v2\/tags?post=2055"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}