The growth and success of any company depends on having a strong and effective management team in place.As the founder of a small business or a newly appointed executive of an established company, you know you cannot do everything on your own, and you will need a skilled group of experts who can help you run the company.You can build a management team by assessing which skills and talents you need, recruiting leaders to work with you and giving them the authority and flexibility to make decisions for your business.
Step 1: Look at the state of your company.
Building a good management team is dependent on assessing the needs of your company.You won't know what kind of people you need to grow your company without this key assessment.Assessing the state of your company will help you determine your strengths and weaknesses.
Step 2: Manager responsibility is the focus of the organizational chart.
It is possible to identify which managers are responsible for which aspects of your business by creating an organizational chart.It's possible that you have overlap or you don't have enough key personnel to manage an aspect of your organization.An organizational chart will help you visualize your company and give you a better idea of where you have gaps in leadership.
Step 3: A strategic plan can be developed.
Without a strategic plan, you will not know where your business will be in the future, and you won't know what kind of managers you need to meet your goals.You will be able to identify your management team needs once you have a strategic plan.Determine the state of your business.In 1, 5 and 10 years, plan where you want to be.What should you do to get there?Is it possible to expand into a new market?
Step 4: Understand your own weaknesses as a leader.
One of the most important steps in creating a successful management team is this.The buck stops with you.You can't do everything.Don't see your weaknesses as weakness.Taking steps to remedy your weaknesses is a strength.To determine what help you will need running your company, spend some time reflecting on your own weaknesses.A strong Sales Director is needed if you don't have good sales skills.If accounting is not a strength, you will need a CFO.Managers are better at certain things than you are.You have to put your ego aside for the sake of your business.
Step 5: Request an assessment from people outside of your organization.
It is difficult for people inside an organization to identify their strengths and weaknesses.It is often because we are unable to critically evaluate ourselves.You should request an assessment from someone other than your organization.An outside auditor might be able to find more weaknesses in your management team than you.An outside consulting firm can help you assess your business and management team.Take a survey of your clients.Talk to people in your industry.
Step 6: People inside your organization can give you feedback.
The people with the best knowledge of the organization's problems are those within it.Make a concerted effort to get feedback from your employees.It is possible to determine who you really need on your management team by listening to a wide range of opinions.It is possible to give anonymous feedback and constructive criticism within your organization.The board of advisors should be made up of senior managers and employees.If your business is small, having a group of advisers will help you streamline your management.You should visit and talk to your employees at all levels.
Step 7: Take a look at your management team.
If you want to go forward, you need to assess your current team to see if they can meet or exceed your goals and objectives.If a current manager doesn't measure up, consider letting them go, demoting them, or reassigning them to a position that better suits their skill set.Reassign managers to positions that will allow them to use their talents the best, if they seem gifted and skilled but are in the wrong position.Try to be transparent, and treat your managers with respect during the assessment process.
Step 8: You can create a list of positions.
Use all of the information you have gathered to create the best management team for your organization.Don't be afraid to demote people, have people switch positions, or even promote junior employees above more senior employees.You want to create the best management team you can.
Step 9: Promote from inside.
Consider which employees have leadership potential if you have a few who know your company well.The best managers come from people who already work in your company.If you have someone who meets the criteria for a management position, you should promote them.If you want to promote or create new positions, you need to tell your employees that you are restructuring your management team.If you want to know if current managers have any ideas about employees that are management material, approach them.It's a good idea to talk to the employees you think might be good for your team.Discuss their level of interest with you.
Step 10: Talented leaders are needed in your industry.
Since you know what areas of your company need stronger managers, you can focus on hiring talented individuals in your industry who have the expertise that you need.Make sure to advertise your search in a number of publications.There are major online job sites.There are positions in newspapers.Speak to other business leaders about your need for new managers.Send someone to job fairs at college campuses, in your community, or at national conventions and conferences.
Step 11: You can find new managers through your professional networks.
If you have a small company and you know what type of person you need, it might be a good idea to locate new managers through less public channels.You can personally recruit people you have met at conferences or through other channels, and you will be confident as to their abilities and their character.If you want to meet new people in your industry, attend national conferences.You can browse online professional networking sites for people you know or people in your network.Discuss your needs with other senior executives or business owners.They might know someone who is a good fit for the job.
Step 12: You can get help from a professional search firm.
If you have a good idea of the position you want to hire for, but no idea where to look, invest in the skills of a professional headhunter or executive recruiters.The exact type of candidate you need might be found by this service.The search firm will charge you a fee.The search firm can tailor their search to your needs.Search firms draw on a larger geographical area and larger pool of possible candidates than you might be able to reach on your own.
Step 13: Define the role of the manager.
When hiring a new member of your management team, make sure that the individual's role is clearly defined.Managers come into conflict with each other.There is a chance of conflict in the future if this problem is not taken care of.Explain your expectations for each manager.Make sure managers have the authority to act on their own.Explain the nature of a manager's job and responsibilities.
Step 14: It's important to build a company culture.
Developing a culture that nurtures best practices, communication, and collaboration is one of the most important things you will need to do.This can be very difficult to achieve, and will take a lot of effort over time.Explain your company's core values to your employees.Customer satisfaction is something you should include if you are in service.You should name quality if you are in manufacturing.You should lead by example.The tone of a company's culture is set by leadership.Whatever your core values are, make sure you live them and show them off to your employees and customers.Treat your employees as valued members of the team.Employees will not follow your lead if you don't respect them.
Step 15: Communication between your employees needs to be better.
The most important part of running a successful company is communication.Make sure that your employees are communicating with each other.Group meetings should be set up.Every month or two, you should have a meeting of your entire management team to discuss challenges and issues.Individualized meetings can be set up.Once you have your management team assembled, you should meet with your managers at least every couple of months to discuss the challenges and opportunities they face.Socials should be set up every couple of months.A company sponsored picnic or baseball game is a great way to get to know each other and open the lines of communication.Your company culture will be reinforced by this.
Step 16: The environment of respect should be promoted.
In order to grow the company, a management team that interacts with each other must be respected.Managers who respect each other and the top leadership of the company are more likely to go above and beyond in order to fulfill their jobs.You should treat your managers the way you want to be treated.Excellent work can benefit from competitive pay and bonuses.Listen to what your managers have to say.Explain your expectations.The members of your management team need to understand their responsibilities.
Step 17: The tasks and responsibilities should be delegated.
Don't be afraid to give up some of the things you have had to manage.Once you have your management team in place, let them do their jobs.You hired them because you had faith in their intelligence.Everything you have tried to accomplish will be undermined if you don't give up power and authority.
Step 18: The management team should have the authority to do what they want.
Managers don't perform well if they have a lot of responsibility.A good chief executive will keep an eye on their managers.Trust your management team to make good decisions.Never micromanage.If you had enough faith to hire someone, let them do their job.Proper resources include money and people.Managers will be able to deal with problems quicker and take advantage of opportunities if they have more authority.
Step 19: Clear objectives can be established or S.M.A.R.T.
Goals.Launching a management by objective plan that is clear and laid out to your managers will help build your management team by keeping everyone focused on common goals.You can better assess your managers with a S.M.A.R.T plan.Specific are the goals.Everyone should work to achieve specific goals.It is measurable.Your manager's work towards their individual and shared goals should be measured and understood.It was anievable.It's important that your goals are doable.They shouldn't be goals that can only be accomplished under the best circumstances.It's relevant.The business strategy needs to be related to your goals.It's important to achieve long term objectives.It's time-based.It's important to set your goals with a time frame in mind.If you want to increase sales by 10%, your goal should be to do it in a year, not a few months.
Step 20: You should periodically assess your management team.
Ensuring that the team is functioning all the time is an important part of building a strong management team.Make sure your team is monitored and assessed on a regular basis.If your team is doing well, this will let you know.The goals you have laid out for your managers should be reviewed.If something goes wrong, you need to meet with your team members.Reward and praise a team member if they have demonstrated success.Don't criticize them in front of the team.If a team member has failed at their job several times, consider replacing them or reassigning them.