What makes IT managers more successful bosses
A good IT manager is by no means an exceptional talent. But that is exactly what companies need: more exceptional bosses. IT leaders who can be seen as role models.
Why? The company’s success depends on the manager. Studies show that mediocrity in management is not enough. The ten percent of all managers who display outstanding leadership qualities really increase company profits. If you are just a “good” boss, your teams only deliver average.
Exceptional IT managers increase profits
We’re not talking about a few percentage points more profit to make great managers possible. No: the return is twice as high in companies with exceptional managers. This can be seen when you compare it with the profit that the remaining 90 percent of the bosses earn with their teams.
So if the IT manager rocks, business is booming too. But what is important? Jack Zenger and Joseph Folkman, two leadership researchers from the USA, name 16 characteristics of excellent IT managers and bosses, divided into five sub-areas.
IT managers need results orientation
Measurable results are expected in IT projects. Bosses who focus on results are perceived as role models. When employees notice that IT managers are strictly results-oriented, they adopt this approach. Positive side effect: result orientation also facilitates time management.
IT managers should drive change
IT projects promote and demand change and flexibility. Managers who expect their teams to be willing to change should show this themselves. Lifelong learning is a given. IT managers who give up old acquisitions and comfort zones and also accept uncomfortable developments for themselves, earn recognition and motivation from their teams.
IT managers with character can be role models
Integrity and empathy are soft skills of managers that employees notice immediately. This has a positive effect on employee satisfaction. One thing is not preached and the opposite is not done. Speaking and acting are from a single source. Moral principles always apply. You will not be questioned. Agreements should endure. This also applies if agreements are only made orally. IT managers who proceed in this way create trust within their own team and also in external relations.
In contrast to the hierarchical management style, exceptional IT managers prefer a trusting approach. You rely on motivational language. They establish a sense of togetherness and shared responsibility. In addition, exceptional managers do not necessarily appear authoritarian. Particularly good bosses are also coaches for their employees. Google also came to this conclusion. The IT group has been researching good managerial qualities for many years.
However, it is also clear to Zenger and Folkman that no boss can be perfect in all areas. It is completely sufficient if an IT manager is absolutely outstanding in some areas, but simply a “good boss” in other areas.
Google offers material for manager development free of charge
Companies that want to support their managers in further development will find some useful tools on Google: Among other things, the group offers a feedback questionnaire free of charge for download and further use.
The questions and criteria that Google provides in the feedback sheet for evaluating managers, can serve as role models for companies:
- I would recommend my manager to others.
- My supervisor grants me design options that help me to develop myself in my career.
- My manager communicates clear goals for our team.
- My manager regularly gives me meaningful feedback.
- My manager offers this Autonomy that I need for my work (i.e. he does not “manage” by focusing on details that should be dealt with at other levels).
- My manager is consistently considerate of me as a person.
- My superior stops there’s team focused on priorities, even when it is difficult (e.g. Rejection or prioritization of other projects).
- My supervisor regularly shares relevant information from his supervisor and his executives.
- My manager has had a meaningful conversation with me about mine over the last six months professional development led.
- My manager has the expertise necessary to run my company effectively.
- The actions of my manager show that they are the perspective that I give the team bring, estimate, even if it is different from his own.
- My manager makes difficult decisions effectively (e.g. decisions that affect several teams, competing priorities).
- My manager works effectively Together across borders (e.g. team, organization).
- Optional: What would you recommend to your manager to continue doing?
- Optional: What would you recommend to your supervisor to change?
Another study shows that employees’ expectations of their bosses do not differ significantly. It makes clear that trust and reliability are the most important managerial qualities. This is followed by good communication, friendliness and employee support.
This is consistent with a survey that shows: l) managers think little about the authoritarian style of leadership – only four percent of managers believe that only the boss should make decisions.