12 Elements of Great Managing

Recently, the Administrative Team finished the book 12: The Elements of Great Managing by Rodd Wagner and James Harter. This book is based on over ten million workplace interviews that were conducted in many different sectors of private business and in 114 different countries throughout the world. After sifting through all of the anecdotal research, the authors found twelve attributes that successful managers possessed. Their relative success was measured by the exhibited level of engagement of the workers under their purview.

The list of the 12 Elements of Great Managing:

1. Knowing what’s expected: A worker knows exactly what is expected of them at work. Clear expectations for all.

2. Materials and equipment: A worker has all the tools and skills needed to perform at a high level.

3. The opportunity to do what I do best: A worker is able to use his or her innate strengths at work. Skilled communicators work in the Human Resources or Public Relations Department; Strong researchers work in research and development, etc.

4. Recognition and praise: Workers are consistently praised for exemplary work performed.

5. Someone at work cares about me as a person: A worker feels as if they are seen as more than simply a faceless cog in the machine.

6. Someone at work encourages my development: A worker feels as if someone at work (preferably, their direct manager) is encouraging him or her to grow in his or her role within the organization.

7. My opinions seem to count: A worker feels as if they are listened to at work and that they can control some of their own work environment in order to be more engaged and more productive.

8. A connection with the mission of the company: A worker has to feel as if the end product that the company produces is useful to society.

9. Coworkers committed to doing quality work: A worker has to feel as if high expectations are shared by all members of the team.

10. A best friend at work: Do not take this literally; however, a worker should feel as if there is at least one person at work who would miss them if they were gone.

11. Talking about progress: A worker needs to feel as if the team and organization are growing and improving. This needs to be approached, at least minimally, through dialogue regarding plans for improvement.

12. Opportunities to learn and grow: A worker needs to feel as if the company will invest the necessary resources to train them for a greater role within the organization.

Clearly, many of these attributes could be transferred to discussions about what makes for an engaged school and even an engaged classroom. Students need to know what is expected of them; they need the proper materials to be made available to them if they are to achieve at our level of expectation. Students also need an outlet to do what they do best. Not everyone is gifted in math or science or reading. Some are drawn to art or music or languages…and these are just a few examples of transference.

I can also see that, as a father, I can take some of these lessons home with me when I consider how my family dynamics operate. I can make sure that my children know what my wife and I expect of them. But, in order to have proper expectations, I need to give my children the necessary skills required to complete a task. I need to make sure my kids know I love them and care about them and that their opinion matters (unless it is their opinion that they should eat chocolate cake for breakfast).

None of the 12 elements is all that earth shattering. I think they are simply a great reminder of what we need to do as managers and adults when we plan for greatness in our school children and our school system.