You’ll find plenty of literature out there on how to manage effectively. In fact, management theory is a whole industry, generating not hundreds, not thousands, but hundreds of thousands of new books every single year.

There’s an excellent reason for this. Let’s face it—managing people is hard! It’s not something most of us are fully prepared for when we step into a leadership role. While rewarding, it takes agility, flexibility, and a whole lot of learning along the way. Sure, books and courses can help, but what really makes a great manager?

The perfection trap

Let’s start here: perfection is not what makes a manager great. No matter how much training or experience you have, you're never going to navigate every situation flawlessly. People are complicated, relationships are messy, and the world is always changing. So, the first step toward being an excellent manager is letting go of the need to be perfect.

In fact, perfectionism is a trap—for you and your team. When people feel the pressure to be flawless, creativity and innovation suffer. Nobody wants to take risks or try new things if they fear failure.

But if you as a manager embrace mistakes as a part of the process, and extend that same grace to each member of your team, you’re much more likely to foster a genuinely innovative culture—and achieve better outcomes, too.

Positivity fuels action

Being positive isn’t about ignoring problems or pretending that everything’s great when it’s not. That kind of “toxic positivity” can shut down real communication and make the team feel unheard.

True positivity is about taking action rather than complaining. Yes, it can feel good to vent, and acknowledging the problem is the first step to solving it. But venting quickly becomes self-perpetuating, re-inflicting the same wound over and over again. It’s easy to end up mired in negativity.

Instead of dwelling on problems, ask yourself: What can I do to make this better? It’s easy to get stuck in a cycle of venting, but complaining rarely fixes anything. Focusing on solutions is not only more productive, it’s empowering. It reminds you—and your team—that there are always steps you can take to improve things.

You can foster this mindset in your team by creating a space where they feel comfortable bringing up concerns. Then, you can support them in finding solutions and taking action. Encouraging them to tackle challenges head-on not only solves problems but helps them grow.

Be courageous

Being a great manager requires courage. This doesn’t mean pretending you’re fearless—every manager has moments of doubt, insecurity, or feeling overwhelmed.

Courage in management is about doing the hard things, even when they’re uncomfortable. Whether it’s having a tough conversation, setting a difficult boundary, or making an unpopular decision, courage means acting in the best interests of your team—even when it’s scary.

It’s normal for managers to feel insecure or overwhelmed at times. The difference between a good manager and a great one is how they handle that discomfort. Do you react by micromanaging or avoiding conflict? Or do you face the challenge head-on, even when it’s tough? Great managers choose the hard path, knowing that the discomfort is temporary, but the benefits for their team are long-lasting.

Great management comes from within.

What do grace, positivity, and courage have in common? They all begin with you. The key to being a great manager isn’t about having all the answers or never making mistakes—it’s about cultivating your own growth and inner strength and letting that guide your leadership style. Great management is about working from the inside out.

Ready to discover how to cultivate these qualities and lead with confidence? Join us for the Powerful Practices For Leaders To Create Exceptional Teams webinar on October 1st. Gain insights into building high-performing teams, team dynamics, and more.

Register now to reserve your spot and take the next step in your leadership journey! https://lnkd.in/ehkWggfm

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