Best Practices of Successful Managers

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Becoming a great manager and leader doesn’t happen by chance. Successful managers intentionally incorporate best practices to get the most out of their teams. They work with intention and purpose. They lead, inspire, guide, and coach the team towards achieving collective goals.

Here are twenty must-haves to not just build a strong foundation but also bring about sustained success.

Table of Contents

The content has been organized into essentials for a strong foundation, actions to increase your impact, and lastly vision-level must-haves.

Laying the Groundwork

Integrity, respect, and clear communication serve as the foundation, as these establish trust and a positive work environment. By supporting your team, managing time well, and setting clear goals, you build the momentum necessary for the team to work effectively and efficiently.

Here’s what effective managers have and do:

Elevating Your Impact

With the foundation in place, the next step is a focus on growth. For successful managers, these best practices create a culture of continuous learning, collaboration, and feedback. This also requires effective delegation, as well as seeing challenges as opportunities for innovation.

Effective managers take the following actions:

Leading with Vision

At the strategic level, effective leaders combine foresight with adaptability. Strategic thinking, being proactive, adapting quickly as new information becomes available, and strong networks are all must-haves. You not only ensure your own success but you also create a resilient and motivated team.

Here’s what the best managers regularly do:

#1: They Have Integrity

For successful managers, integrity is non-negotiable for best practices. In fact, it serves as the foundation on which all other leadership qualities stack. When you demonstrate integrity, you align your actions with your words, and this proves essential. It establishes trust, both within the team and with external stakeholders. 

Integrity also means making tough decisions that align with your beliefs, not just taking action which seems expedient. You operate within a framework of fairness and respect, and you also expect the team to do so too. When you prioritize integrity, you also inspire loyalty and dedication.

However, when trust is absent, your influence diminishes. You aren’t seen as the go-to person who can be trusted. Collaboration falters.

#2: They Are Respectful of Others

Next comes respect. When you show respect towards your team, you create a culture in which people feel valued. They feel heard. And they similarly show respect towards others too.

Remember: A respectful manager sets the tone for the entire team, fostering a culture where collaboration thrives and conflicts are minimized. It leads to increased engagement because people invest their time and energy when they feel appreciated.

You can demonstrate respect in many ways, such as listening attentively to ideas, concerns, and aspirations. You can recognize and appreciate diverse opinions. And you can value everyone’s contributions, regardless of age, experience, or position.

Respect also plays a critical role in conflict resolution. When people feel respected, they approach disagreements constructively rather than combatively, which leads to more effective and collaborative problem-solving. Each person feels safe to express their ideas without fear of ridicule or retribution. 

#3: They Communicate Effectively

The power of communication cannot and should not be underestimated. And it’s not about giving directions. Effective communication means that the team understands the whats and whys of any message and information, and also takes the right action.

Managers who communicate well are clear and concise. They repeat the information, and in more than one medium. It’s easy to misremember, misunderstand, or entirely forget even the most essential of information, and so meetings, messages, and wikis are all used.

And although these are must-haves for best practices, successful managers also keep in mind that effective communication requires active listening. When you take time to listen to concerns and ideas, you show that you value the team’s input. This leads to more open, honest communication, creating a virtuous circle: You listen to concerns and ideas, which encourages team members to more honestly and proactively share concerns and ideas!

#4: They Support Their Teams

Your primary role is to empower your team so that they can do their best work every day. Support can come in many forms, though.

For example, support means you provide the necessary resources. You guide and mentor them to ensure they have the necessary skills. Obstacles which hinder progress are removed. You over-communicate, ensuring the team has the necessary information to pursue the most effective actions.

Providing support starts with being available when needed, although you don’t want to rely on an open-door policy. Instead, you want to schedule check-ins, the right cadence of which depends on skill, experience, and task-relevant maturity. You provide feedback and guidance, offer encouragement during challenging times, and celebrate successes.

It continues with understanding when a team member might be struggling, even if that person isn’t yet aware of it. You take steps to address issues, such as additional training, adjusting workloads, or simply offering an ear.

With consistent support, you ensure that everyone is equipped and able to contribute to the team’s and organization’s vision.

#5: They Manage Their Time

The importance of time management shouldn’t come as a surprise. But it’s more than just getting things done. Successful leaders distinguish between urgent and important tasks, focusing their energies on the most impactful activities for long-term success.

In other words, it’s about getting the right things done, as you prioritize tasks that align with goals.

You can’t get bogged down in day-to-day minutiae. You need to automate, delegate, and eliminate the unnecessary, freeing up your time, focus, and energy. What’s more, as you automate, delegate, and eliminate, you also empower your team to take on more responsibility that truly drives forward the business.

#6: They Set Goals

Goals provide direction and a clear sense of purpose, ensuring that everyone on the team knows what they work towards and why it matters. Keep in mind that it’s not a checklist of tasks, but rather SMART goals.

SMART goals, or specific, measurable, achievable, relevant, and time-bound, are key. And as you and the team identify and break down larger objectives into manageable tasks, you map out the key steps needed to achieve goals. With a roadmap, you and the team enjoy clarity and increased motivation. It also ensures accountability because specific milestones gauge everyone’s process and success.

Setting goals should not be seen as a one-time activity, though. It’s an ongoing process, so you need to regularly review and make adjustments. Maybe needs have shifted, for example. Or circumstances might have changed. Or maybe there is a roadblock impeding progress. Revisiting and reviewing goals gives you the necessary space for flexibility.

#7: They Are Disciplined

Discipline drives progress. It’s the commitment to specific actions, and following through, even when the challenges seem too great. And in so doing, you set the standard for the team.

In addition, remaining consistently committed builds trust and credibility. Discipline results in better focus and composure, even in difficult situations. The team knows you deliver on ideas, plans, and promises.

Discipline also extends to how managers allocate their and the team’s time and resources. You might have to make tough decisions about what to prioritize, as well as how to bring about successful conclusions. For example, as you focus on strategic planning and big-picture thinking, you must trust your team to handle their responsibilities. You cannot swoop in to micromanage outcomes, as doing so would be a poor use of your energy, resources, and time.

#8: They Practice Empathy

For the most successful managers, empathy is also among the best practices.

Empathetic managers are more attuned to the needs and concerns of their team members. As a result, they are able to provide both timely and effective support. What’s more, empathy allows for a work culture which is more than hitting targets and KPIs, so people feel valued and respected, which in turn boosts engagement and productivity.

In practice, empathy involves active listening, as well as recognizing and understanding what might be unsaid. You are able to understand when someone is struggling, and then provide the needed individual support. You are also better equipped to address conflicts because you can see issues from multiple perspectives and work towards solutions which consider all parties.

Keep in mind that empathy is a skill to be developed like any other. It is not an inherent quality possessed by some through birth!

#9: They Admit Mistakes

Strong leadership is not about being perfect. It’s instead about being honest and accountable. As such, successful managers admit mistakes as a part of their best practices.

When you admit mistakes, it serves as an opportunity for learning and development. You assess what went wrong, why, and how to avoid similar issues in the future. Reflective practice improves decisions and the resulting actions. 

In addition, you send a powerful message to the team when you acknowledge your mistakes and missteps: It’s okay to take risks, learn from failures, and grow. This transparency creates a culture of trust and continuous improvement, where team members feel safe to innovate and take initiative without fear of repercussions. 

You build respect as a leader who owns up to their failures, mistakes, and even shortcomings, and then takes steps to improve.

#10: They Invest in Others

Investing in others might be one of the most impactful actions you can take as a manager. You recognize the potential in each team member and then provide the resources, opportunities, and support to develop them. It’s future-focused. Not only do you prepare the team for future challenges and opportunities, you also create a pipeline of future leaders.

Investing in people takes many forms. There are formal courses, programs, and training. There is mentorship too. But you can also use 1:1s, other meetings, and casual conversations to give feedback, share knowledge and expertise, and offer new challenges.

And of course, an ancillary benefit comes via improved engagement and commitment. In fact, 92% of employees see training has a positive impact on their engagement, with 45% of employees indicating that they would stay in a role with opportunities to learn and grow.

#11: They Build a Culture of Continuous Learning

Managers who prioritize learning create a culture of continuous learning. Team members are encouraged to expand their skills, stay current with industry trends, and pursue both personal and professional growth. The team remains agile and adaptable, so they can better address challenges and take advantage of new opportunities.

It’s more than just passively encouraging the team to learn, though. You must actively invest in others, as well as actively invest in yourself. When you continuously learn, you set the expectation that the team should do so too. You might read information related to your industry and/or role, attend workshops and conferences, and learn from your professional network. Just be sure to also share what you have learned with the team!

#12: They Promote Collaboration

Successful managers also include collaboration among their best practices. They encourage open communication, shared decision-making, and a team-oriented approach to problem-solving. Collaboration allows team members to pool diverse skills, perspectives, and expertise. This results in best practices, innovative solutions, and support. Not only does this improve outcomes, but it also creates a shared purpose within the team.

You can promote collaboration with brainstorming sessions, supportive communication, knowledge sharing, and group projects. Each sets the expectation that collective teamwork is the norm.

#13: They Ask for Feedback

No one denies the benefit of feedback. However, the best managers seek out feedback from their team, gathering different views and greater clarity into their own strengths and weaknesses.

To start, when you seek out feedback, it demonstrates that you value the input of your team. After all, you are not infallible, nor might you be aware of blind spots. Your openness to feedback shows a willingness to learn and improve, no matter your experience, knowledge, and skills.

The humility shown here also creates the environment for the team to accept feedback, even when the discussions are tough. It demonstrates your commitment to an open, honest culture focused on future successes.

#14: They Delegate Effectively

You cannot manage well if you also don’t delegate well. It’s so much more than just assigning tasks!

To start, you need to match the right tasks with the right people, understanding each person’s strengths, weaknesses, and development needs. Then you must communicate the information and objectives. The right tools and resources must also be available. And you need to balance trust and autonomy, scheduling check-ins but empowering each person to make decisions.

When you delegate like a pro, you free up your time to focus on larger responsibilities like strategy. You also help your team expand their skills and develop in their roles, which is crucial for building a high-performing team.

#15: They Encourage Innovation

If you aren’t innovating, you are just managing the status quo. And that means stagnation!

Innovation requires a safe space. You can’t expect new and novel ideas from the team if they anticipate punishment for failures. As such, the team must feel comfortable with trying new ideas, taking risks, and thinking outside the box. And although not every idea will succeed, it does mean that the team views pushing boundaries as a plus.

But also don’t forget to create space for innovation. You want to include time for brainstorming, opportunities for continuous learning, and access to new tools and technologies. When you create a culture of innovation, you keep your team dynamic, competitive, and ready to adapt to changing circumstances.

#16: They Are Strategic

Moving on to future-forward focus for best practices, let’s start with strategy for successful managers.

Strategic thinking is essential. It’s about seeing the big picture and making decisions which align with long-term goals, not just immediate needs.

You want to anticipate challenges, identify opportunities, and make informed decisions. And to do so, you need to analyze information, set long-term goals, plan short-term objectives aligned with the goals, and understand the organization’s vision.

In practice, being strategic means you are proactive rather than reactive. You want to carve out time each week, which also includes the necessary actions. For example, if you are automating repetitive processes to improve team efficiency, you need to set aside time for the project, no matter the lure of seemingly more immediate needs.

A strategic mindset enables you to more confidently guide your team through times of uncertainty and change.

#17: They Adapt to Change Quickly

Here’s a big truth: Change is inevitable. Change is constant. 

If you are unable to adapt to change, you won’t succeed in your leadership role. You need to be able to pivot in response to new information, market shifts, and unexpected challenges. And it’s not just being open to change; you need to be proactive in identifying opportunities and risks, and then implementing strategy to achieve new goals.

It’s also important to possess a growth mindset, allowing you to see change as a positive. Rather than avoid change, it’s turning challenges into opportunities for innovation and improvement. And in so doing, you signal to the team to similarly embrace and thrive on change.

#18: They Build a Network

Perhaps surprising to make the list of best practices, successful managers build a network.

When you actively build and maintain your networks, you tap into a wealth of knowledge and expertise among peers and colleagues. As a result, you make more informed decisions and more effectively solve problems. Networking also opens doors to new collaborations, partnerships, and career opportunities, making it a critical component of long-term success.

In addition to external networking, there are benefits to be had for building strong internal networks as well. You break down silos and foster better communication, gaining access to information and resources that help drive the team forward and achieve goals.

#19: They Manage Conflict

Even in teams which collaborate, conflict is an inevitable part of any team. 

However, conflict is more than disagreement. After all, there should be healthy and respectful disagreements among team members. They share ideas, explore possibilities, and solve complex issues.

Instead, conflict occurs with a breakdown in interpersonal relationships.

If you want to create a high-performing team, then you need to immediately address conflict and do so with supportive communication. It requires active listening, empathy, and a commitment to providing a safe and supportive environment. And as a result, the team maintains a strong relationship. They collaborate and share, knowing that differing opinions are valued.

#20: They Strive for Work-Life Balance

A team cannot remain healthy, engaged, and productive without a work-life balance. For the team to function at their peak, they need time to recharge, connect with family and friends, and pursue personal interests.

There are so many options to promote a better balance between work and life. Remote work, flextime, and requiring time off are but a few examples, as also is the example you set. When you don’t take time to rest and relax, then you inadvertently signal you expect the team to do the same. They similarly make unwise sacrifices

Will there be periods when you work longer hours or cannot schedule time away? Yes, of course. But if it’s the norm, then there are other problems which require your attention. For example, you don’t have enough people in your team, or there are skill gaps, or you need to identify what truly matters rather than try to do everything.

A healthy work-life balance leads to lower rates of burnout, less turnover, higher job satisfaction, and a more sustainable work environment. 

Conclusion

Which best practices of successful managers have you already incorporated? Which need more of your attention?

Leadership is a continuous journey, no matter how many years of experience you possess. It requires ongoing effort, self-reflection, and a commitment to growth. It means helping the team achieve their goals, as well as inspiring them to do their best. And the more you improve your leadership skills, the greater the personal and professional rewards.