Management Improvement Plan
Becoming the Manager My Team Deserves
Leadership and management often get lumped together, but they’re not the same. Over the past few months, I’ve been a good team leader. My team trusts my decisions, respects my expertise, and communicates with me comfortably. But here’s the truth: I’ve realized I’m not yet the manager my team deserves. Leadership is about inspiring and guiding, but management? It’s about executing with precision and intention.
If leadership is the fuel, management is the vehicle, and my vehicle could use a tune-up right now. Here’s how I plan to close the gap and become a better manager.
1. Master the Feedback Loop
Feedback is the lifeblood of improvement, for any team. I must provide consistent, constructive feedback at every opportunity, even if it’s uncomfortable. Personally, I’d rather know I’m doing something wrong than continue down the wrong path unknowingly. If we are going to be a high performing team, everyone needs to feel the same way.
But it’s not just about giving feedback; it’s about seeking it. I must ask my team tough questions and listen to answers I might not want to hear. Growth doesn’t happen in an echo chamber.
“Average players want to be left alone, good players want to be coached, great players want to be told the truth.” – Nick Saban
2. Sharpen the Focus
A focused team is an effective team. We’ve taken on too much in the past, and I need to ensure every project we pursue aligns with our mission and core values.
Mission: This is our why. It’s the purpose behind what we do.
Vision: This is our what. It’s where we’re headed.
Values: These are our how. They’re the compass that keeps us on track.
Without clarity in these areas, a team drifts. The mission is the target, and values are the guide.
3. Build Bridges and Advocate
Networking isn’t just a buzzword, it’s essential for positioning my team for success. I need to improve my relationships with other managers and advocate for my team’s work. Relationships open doors, and the more connections we create, the more opportunities we’ll have.
4. Define Standards and Live by Them
Standards are the baseline expectations we hold ourselves to. Elite teams don’t become elite by accident; they define their standards and hold the line.
Standards shape how others see us, and how we see ourselves.
Clear standards build trust and consistency.
If we want to be a high-performing team, it starts with defining and upholding what matters most.
5. Optimize Communication
Communication is the glue that holds a team together, but not all communication is equal. Meetings, while necessary, they can quickly become time-wasters.
Here’s my plan:
Evaluate which modes of communication are most effective.
Prioritize those modes throughout the week.
Make meetings purposeful, focused, concise, and action-driven by setting and sticking to an agenda.
6. Set Standards for Meetings
I’ve been guilty of being distracted during meetings. That needs to change. Here are the standards I’m setting for myself and the team:
No web surfing or phone checking during meetings.
Cameras on, as if we’re in person.
Take notes: decisions made, questions asked, and action items.
Ask clarifying questions if something isn’t clear. My manager is great at this.
Leave meetings if there’s no value to add or gain. Meetings are expensive, don’t waste your company’s money spending an hour in a meeting you are not contributing to.
7. Embrace Change
Change is inevitable, whether for the better or for the worse. My job is to anticipate it, prepare for it, and help my team navigate it.
I must stay ahead by “seeing around corners” and being proactive instead of reactive. Preparing for change isn’t just about resilience; it’s about opportunity.
The Bottom Line
Being a great leader isn’t enough. Leadership sets the vision, but management brings it to life. By improving in these areas, I’m confident I can bridge the gap, and help my team thrive.
Don’t get captured.
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