6 Tips to Manage Multitasking Skills at Work: Examples and Essential Skills

As a manager, it’s important to be able to juggle multiple tasks simultaneously. Good multitasking skills can help you manage your work more effectively and meet deadlines. This blog offers an introduction to multitasking skills for managers and defines the essential skills that every manager should master. It also provides examples of how to multitask at work and explains how to manage multiple tasks simultaneously. Finally, the blog offers tips on how to improve your multitasking skills. So whether you’re a new manager or experienced, this blog is a great guide to help you get started.

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6 Tips to Handle Multitasking Skills at Work: Examples and Essential Skills
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What is Multitasking?

Multitasking typically refers to the ability of someone to do two or more tasks at once with minimal disruption simultaneously and effectively. It is an essential skill for people who work in a fast-paced environment, as it allows them to get their jobs done quickly and efficiently. Multitasking can even help you stay organized and achieve your goals faster than if you were working on one specific task at a time. For managers, multitasking is helpful because it allows them to handle many different responsibilities effectively. However, multitasking isn’t always easy – but with the right skills, you’ll be able to handle any situation smoothly. While at the outset, multitasking appears to be the best way to get a lot of work done at once, it can be troublesome too. In case you start multitasking without planning correctly, you can quickly end up in a chaotic mess of intertangled tasks. Therefore, while multitasking can look great at times, managers should ensure they are prepared to handle the pressure. Also, you need to identify tasks accurately to choose where to multitask. If you pick larger tasks for multitasking, you can end up jeopardizing your team’s efficiency. Multitasking is an excellent way to get done with multiple non-essential tasks at a fast pace. It helps you tackle a long to-do list with speed. It provides a much-needed sense of orderliness and control when working. It can also lead to increased efficiency as tasks are completed faster due to less wasted time. Multitasking skills enable managers to delegate more responsibilities while maintaining oversight over overall goals and objectives. By taking advantage of this ability, they are able to stretch their abilities further than they would if they were solely responsible for one or two projects.

What are the essential multitasking skills of a manager?

Multitasking is essential for managers. They need to handle multiple tasks simultaneously with minimal distraction, communicate and organize effectively, stay calm under pressure and remain focused on the task at hand. Managers must have strong skills in these five areas to be great multitaskers. If they can master these skills, they’ll be able to manage their work time and stay on top of their game. Check out “Mastering Multi skilling: Learn about its 3 Types and Pros & Cons“

Delegation skills

A great way to multitask is to delegate tasks. It allows managers to focus on more important tasks while delegating smaller tasks to team members or outside resources. Resultantly, you can free your time to devote to more essential functions that revolve around the strategic concerns of the team. Managers who practice efficient delegation can ensure that their team efficiently completes a more significant number of tasks in shorter durations. Delegation skills allow for a smooth flow of task completion and help keep the team organized and on track. The key lies in identifying the right tasks to be delegated and having the right people to do so.

Goal Setting skills

Another important multitasking skill for managers is goal setting. Without clear and achievable goals, focusing on anything is difficult. By establishing specific objectives and measurable benchmarks, managers can ensure that team is working towards the same goals simultaneously. Moreover, multitasking can be confusing; hence, effective goal-setting is key to understanding whether you are moving in the right direction. Your goals need to be realistic and achievable. Additionally, effective goal setting allows a continual assessment of progress made thus far; this ensures that changes or modifications are made as necessary so as not to impede team productivity or success overall. Finally, it helps keep all tasks aligned with team strategy.

Time management skills

Time management is one of the multitasking skills that managers need. Successfully multitasking requires a deft hand with time management. Juggling multiple tasks at once can be challenging, but using effective time-management techniques, managers can allocate their focus and effort in the most efficient way possible. For example, breaking down large tasks into smaller ones can help to keep everything organized and on track. Moreover, setting deadlines for task completion or delivery helps ensure that you understand what is needed at which stage and avoids unnecessary delays. Finally, properly planning one’s work schedule and prioritizing tasks allows for an overall healthy balance between work and personal life – both of which are essential for multitasking to be effective.

Communication skills

Multitasking is all well and good, but if you can’t effectively communicate with your team, it will be tough to get anything done. By taking the time to understand each individual’s strengths and weaknesses, managers can create effective communication strategies that work best for their team members and delegate accordingly. Additionally, staying on top of email correspondence and attending regular team meetings helps to ensure that everyone is kept up-to-date on significant developments and changes. Effective communication allows for a seamless workflow across the team, even when you are engaged in multiple tasks throughout the span of your day. Check out “The Top 9 Communication Skills Every Manager Needs“

Organizational skills

It’s not enough to be able to multitask – you also need to have strong organizational skills. It means keeping track of deadlines, managing work hours, and ensuring that tasks are completed on time. Additionally, having an organized workspace can also help reduce the amount of time needed for task completion, as everything is easily accessible when needed. Moreover, having an effective filing system and tracking system helps manage projects efficiently by reducing delays caused by paperwork accumulated over time. While multitasking is undoubtedly beneficial in its own right, it’s only successful if done within a cohesive system – that you have to build!

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Examples of multitasking at work

You may be multitasking when you are emailing, writing a report, or working on your computer at the same time. However, that is only part of what multitasking skills are all about. Three types of multitasking skills are commonly identified for managers, which are:

Doing multiple tasks simultaneously

Having the ability to complete multiple tasks simultaneously is one of the hallmarks of a multitasking skill. You can shift your focus from task to task without disrupting your workflow or concentration. You might find yourself doing this when you are guiding a team member over a call while finishing an email that needs to be sent urgently.

Task switching

Task switching involves rapidly alternating between two or more tasks that require attention. You can do this in your mind by constantly jumping back and forth between what you’re working on and what you need to do next. This type of multitasking skill is particularly advantageous for efficiency because it allows us to move quickly from one task to the next without getting bogged down in details. However, this type of multitasking can also lead to decreased performance if we’re not able or comfortable with changing contexts quickly.

Task succession

Task succession involves completing one task and then moving on to the next without any interruption. This is a more comfortable way of multitasking because it allows us to focus uninterruptedly on one task. However, task succession can be complicated if we’re interrupted frequently or have to switch back and forth between very different tasks, similar to task switching. On the other hand, it establishes a good workflow. When you are in a zone that enables high efficiency, you can go forward carrying the spirit of working fast through multiple tasks. Check out “How to create a Positive Workplace Environment? 8 Proven Hacks“

How to Manage Multitasking Skills at Work Simultaneously?

Managing multiple tasks simultaneously can be difficult, but it becomes easier with a bit of practice.

Here are some tips to help you make your multitasking skills more effective:

Avoid distractions

If you’re multitasking, be sure to stay focused by avoiding distractions. It means avoiding any outside stimuli that might take your attention away from what you’re doing. If possible, try to work in quiet and isolated environments so you can focus entirely on the task. It is critical because multitasking requires you to focus on multiple things already. Environmental distractions that take away your attention further will dent your productivity.

Use sound time management techniques

One way to manage multiple tasks is to use sound time management techniques. Setting a timer for specific intervals of time and switching between tasks until the timer goes off can be one way of doing this. By doing this, you’re limiting your multitasking time to specific blocks of time, which helps you stay on task and focused. You can also break the tasks into small chunks and work through them at a fast pace. Get the free time management toolkit for managers, armed with resources covering tips and templates.

Prioritize tasks

Whenever you have multiple tasks to complete, it is important to prioritize them. It means organizing the functions, so they are ranked in importance according to their impact on your overall goal. For example, if you’re working on a project that needs to be delivered soon, ensure that the task at the top of your list is related to completing the project’s core needs. Then work down the list of tasks until everything is completed. Of course, you can transfer low-priority tasks to team members too.

Group similar tasks together

Grouping similar tasks together can also help you to manage them better. For example, suppose you’re working on a project that needs to be delivered soon. In that case, it might make sense to group related tasks together- such as creating email templates or assembling media files- so they are completed in one go. It will save time and keep your focus on the most critical task at hand.

Keep a tab on your progress

Keeping track of your progress is a crucial part of time management. First, you need to know where you stand with your goal and what steps you still need to take to complete it. You can keep a diary or a tracking spreadsheet of your progress to monitor your progress. In addition, making to-do lists and following through on them daily is key to ensuring your progress continues.

Take rejuvenating breaks

Many of us are hard-working, and our days can often be long. It’s essential to take time for yourself every once in a while- whether taking a break to relax or spending time with loved ones. It will help keep you refreshed and motivated and allow you to come back later with fresh energy reserves. Taking time off to get a break from the hectic routine gives you the energy to get back to work with complete focus.

Conclusion

Multitasking can be the biggest challenge for anyone. It becomes even more complicated when there are a lot of things to do simultaneously, and deadlines are just not enough to keep you accountable. Yet, good multitasking skills can be lifesavers for managers often. To become a super multitasker, you first need to establish a routine with your work that does not force you into being all fingers and eyes at once—secondly, practice by getting used to shifting tasks in short intervals. Finally, use the time management toolkit provided above as an additional aid while managing your multitasking situations! Keep Risely for more helpful content for managers and leaders.

If you’re feeling overwhelmed by your to-do list, hone your multitasking skills with our free effective delegation toolkit!

Take control of your workload and master the art of multitasking today.

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What is multitasking in leadership?

Multitasking in leadership simply refers to the leader’s role which requires them to work on multiple tasks at one moment in time. As a leader is responsible for multiple functions and is the primary source of direction for the team as well, they are often balancing multiple responsibilities and switching hats as needed.

What are the examples of multitasking in management?

Managers are responsible for overseeing teams of employees and may need to handle multiple tasks related to their team’s development, such as setting goals, conducting performance reviews, and coaching employees.

Why is multitasking good in a job?

Multitasking can be good in a job if it is handled well. It can raise the productivity of an individual as they can focus on many tasks at once, reducing the overall time taken.

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4 Effective Techniques For Taking Multiple Perspectives As A Manager

A manager’s job is not an easy one. It entails balancing different demands, managing people, and ensuring the organization meets its goals. Given that managers deal with multiple stakeholders, both internal and external, they often deal with multiple perspectives from these stakeholders. More so because many stakeholders come from different backgrounds and have different life experiences. A manager that wants to be successful must be comfortable not only being open to multiple perspectives but also working with them to come up with new ideas. But balancing all these different perspectives is not an easy task. By employing these four different techniques listed in this blog, you will be able to manage your team effectively and achieve the results your organization requires by effectively taking multiple perspectives into account. But before we start, let’s unfold why is it important for managers to take different perspectives.

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4 Effective Techniques For Taking Multiple Perspectives As A Manager
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Taking multiple perspectives into consideration is critical to develop effective Interpersonal Skills

Taking multiple perspectives into account is a major part of the required interpersonal skills of a manager and is important to becoming an effective manager. It is important for managers as it allows for different ideas and viewpoints to be heard. It allows them to see all possible outcomes of a situation that they wouldn’t have seen on their own and make the best decision possible. When managers refuse to take on different perspectives, they can often lead to disastrous consequences. While their points of view are not considered, employees may feel that their voices are not being heard. This can often lead to frustration and decreased productivity. Additionally, companies that are not open to different perspectives may be less likely to succeed in the long run. When a manager only takes their perspective into account, they are limiting the number of potential solutions to a problem. This can lead to managers making suboptimal decisions. It can even cause team members to feel disenfranchised. Managers who do not take others’ perspectives into account often do not see the big picture and may make decisions that contradict the company’s values or goals. Additionally, they may not be able to identify and capitalize on opportunities, or they may miss potential threats. Different perspectives can also lead to disagreements, but these can be productive if they are handled constructively. It is important to have a respectful multiple perspective-taking workplace culture where everyone feels comfortable voicing their opinions.

What benefits can managers gain from taking multiple perspectives?

Here are seven benefits that managers like you can gain from taking multiple perspectives:

Informed Decision-Making: When considering various viewpoints, you gather many insights to make well-informed decisions. This minimizes blind spots and ensures your choices are based on a comprehensive understanding of the situation.
Enhanced Problem Solving: Viewing issues from different angles allows you to identify innovative solutions. You’ll be better equipped to tackle challenges creatively and find approaches that may not have been apparent from just one perspective.
Effective Communication: Embracing multiple perspectives improves your communication skills. You can convey your ideas in ways that resonate with diverse audiences, fostering better understanding and cooperation among team members.
Conflict Resolution: By understanding different viewpoints, you’re better equipped to mediate conflicts. You can address underlying issues more effectively and help parties find common ground, leading to smoother resolutions.
Stronger Team Dynamics: Taking various perspectives demonstrates your openness and inclusivity as a manager. This fosters a sense of belonging among team members, encouraging collaboration and mutual respect.
Empowered Employees: When considering your team’s perspectives, you empower them to contribute meaningfully. This boosts their morale and confidence, as they feel their ideas and insights are valued and considered.
Adaptability to Change: Multiple perspectives prepare you to navigate change more effectively. You’ll be able to anticipate reactions, concerns, and opportunities stemming from different viewpoints, making the transition smoother for everyone involved.

By embracing multiple perspectives, you can create a more harmonious, innovative, and engaging work environment while making better decisions that benefit your team and the organization.

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What are the 4 techniques that can help managers take different perspectives?

1. Ask questions and genuinely take inputs from your team

Asking questions to know your team and genuinely taking input is one of the most important steps toward taking multiple perspectives into account. When team members feel like what they say is being genuinely considered, they are more likely to share their ideas and suggestions. This not only allows for a variety of perspectives of others to be taken into account when making decisions but also builds trust within the team. You can do it in a variety of ways, such as through team meetings, surveys, or even social media platforms. When team members feel like their voices are being heard, they are more likely to have a positive outlook on their work and accept the decisions made by the managers, as they can make sense of what is being done. Moreover, they stand behind the decisions and put their full might into making those decisions successful. When managers ask questions, it shows that they are prioritizing the team’s input and desire for openness. This can build trust among employees in how their opinions will be treated if expressed to you. Further, asking questions in a consulting fashion can help build consensus in decisions and show that you are genuinely listening to feedback, which is important for building team cohesion. But this only works if the managers do it genuinely. If they ask for the sake of asking, employees can sense it. Over time, employees will lose interest to say what they think about the issue at hand. Then the managers only hear what they “want to hear” rather than the truth.

2. Observe and listen

Simply observing and listening can allow managers to see “the big picture” of what is happening within their team. Therefore, it’s so important for managers to observe and listen to others and take their perspectives into account. You never know when you might hear something that you hadn’t thought of before. Listening actively also allows managers to build relationships and create trust. When employees know that they can trust you to listen to them and take their thoughts and feelings into account, they are more likely to want to work with you. They are more likely to be candid with you and express how they feel about what is happening in the workplace.

3. Create a climate of openness and respect

To make sure that employees do not hesitate to share their perspectives, managers should create a climate of openness and respect in the workplace. This can be done in a variety of ways, but the manager mustn’t come across as condescending or uninterested. Employees should feel that they can be completely open and honest with their managers. By feeling that they can be open about their point of view, employees will be motivated to participate more and share more of their perspectives in further endeavors. That can ultimately create better outcomes. Check out How Open Communication Boosts Productivity Understand With 3 Examples A manager who wants to create a climate of openness should start by being transparent. They should share information with employees about company goals, plans, and strategies. By being completely open and respectful with the employees, managers can push them to reciprocate the same.

4. Find the common ground

To make decisions that take into account the multiple perspectives of their employees, managers should find a common ground. This can be done by having open and honest conversations with employees, and by listening to what they have to say. Managers should also be willing to compromise to find a solution that everyone can agree on. By taking these steps, managers can create an environment where employees feel heard and valued, which will push them to put forward their perspectives. Check out 8 Tips To Create A Positive Workplace Environment That Your Team Loves

How to work with people of different perspectives at work?

All this knowledge seems good while reading, but when it comes to implementation, it’s a different game altogether. However, we have three great examples for you to understand what practical steps you can take to ensure that you include people of different perspectives in your work strategy and goals. It can be tricky to balance, but these tips will help you do your best as a leader.

1. Product Development

Your team is working on developing a new product, and you want to ensure it meets the needs of a diverse customer base. Implementation:

Create a cross-functional team comprising members from product management, design, engineering, and customer support.
Hold regular brainstorming sessions where team members share their insights and perspectives on customer preferences, market trends, and potential challenges.
Invite representatives from different customer segments to provide feedback on product prototypes or mock-ups.
Conduct user testing with diverse individuals to gather feedback on usability, features, and overall satisfaction.
Analyze the collected insights to make informed decisions that cater to various perspectives, resulting in a product that resonates with a broader audience.

2. Change Management

Your organization is undergoing a major restructuring, and you want to minimize resistance and ensure a smooth transition for all employees. Implementation:

Form a change management team that includes representatives from various departments and levels of the organization.
Conduct focus groups or surveys to understand employees’ concerns, expectations, and suggestions related to the upcoming changes.
Host town hall meetings where senior leadership shares the rationale behind the changes and addresses employees’ questions.
Create an internal communication plan that ensures consistent updates and information sharing across all departments.
Implement a mentorship program where experienced employees guide their peers through the transition, providing a platform for sharing diverse perspectives on adapting to change.

3. Project Risk Assessment

Your team is about to embark on a complex project with potential risks, and you want to identify and mitigate these risks effectively. Implementation:

Assemble a project team with members from various functional areas, each offering a different perspective on potential risks.
Conduct a risk assessment workshop where team members brainstorm potential challenges, issues, and uncertainties related to the project.
Assign individuals to research and analyze specific risks, considering their impact, likelihood, and potential mitigation strategies.
Host a risk assessment review meeting where team members present their findings and insights, discussing possible mitigation plans collaboratively.
Develop a comprehensive risk management plan that incorporates input from all team members and outlines strategies to address identified risks throughout the project lifecycle.

Implementing these approaches ensures that your team benefits from various viewpoints, leading to more comprehensive solutions, smoother transitions, and successful project outcomes.

Conclusion

As managers, it’s important to be able to see things from different perspectives to gain a fuller understanding of the situation at hand. This can lead to better decisions and improved performance. We have listed four techniques that can help managers effectively take multiple perspectives into account in their workplace. Further, have also listed ways in which they can use the learnings from taking multiple perspectives. We believe that if managers can use these techniques to take multiple perspectives and can then put the learnings into good use, they can do wonders in their managerial roles.

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FAQs

What is the concept of multiple perspectives?

A workplace consists of multiple stakeholders, all of whom have different priorities and thus different perspectives as well. As a result, the view of people on one issue can vary a lot. A manager needs to ensure that they take care of all the perspectives and act accordingly to reduce the scope of conflict.

What is the importance of multiple perspectives?

Taking multiple perspectives is important because it helps get many people on your side. It is important to minimize the scope of conflict and attrition within the team due to spillover.

How do you develop multiple perspectives?

Developing multiple perspectives helps managers because they can include the opinions of all team members. To do so, managers need to view things from different points and consider the varied responsibilities of people around them. Talking to team members and getting their points on a matter before finalizing action plans helps too.

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The Top 4 Interpersonal Skills Of A Manager To Win Big

In today’s cutthroat business world, what separates a good manager from a great one? The answer lies in a secret weapon: interpersonal skills. These aren’t just fancy social graces – they’re the superpowers that allow you to navigate complex situations, motivate your team, and ultimately, lead them to success. Imagine yourself scaling a mountain with your team – you need trust, clear communication, and the ability to navigate challenges together. That’s the power of interpersonal skills in action. Intrigued? Then keep reading, because we’re about to delve into the four essential interpersonal skills that will transform you from a boss who gives orders to a leader who inspires action. We’ll explore what these skills are, why they matter, and equip you with practical tips to master them. So, lace up your metaphorical hiking boots and get ready to conquer the peak of managerial excellence! Let’s dive in!

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The Top 4 Interpersonal Skills Of A Manager To Win Big
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What do Interpersonal Skills Mean?

Interpersonal skills are the skills that allow you to interact with others effectively. They include communication, problem-solving, and teamwork skills. You need interpersonal skills to get along with other people, both in your personal and professional life. In a nutshell, interpersonal skills can be defined as:

the ability to read others, understand them and respond appropriately
being able to create rapport quickly with the people you want and need to work with
developing the skills, enthusiasm, and confidence to deal effectively with all internal and external stakeholders

The interpersonal skills of a manager are crucial because the interaction between employees and managers is essential in today’s work environment. Without effective communication, it becomes tough for managers – especially with their direct reports! Moreover, interpersonal skills form one of the four essential components of manager effectiveness.

Types of Interpersonal Skills

Interpersonal skills for managers can be categorized into two types, namely: the physical and the social.

Physical Interpersonal Skills

Physical interpersonal skills of a manager are all about body language in conversations. For example, when a manager is under pressure and stress at work, they must immediately find ways out of trouble rather than taking it personally and allowing their anger to acting up. Physical interpersonal interaction manifests through communication behavior such as eye contact while speaking, posture while speaking, emphasis on certain words, etc. Improper use of physical behavior can give the impression that the manager is not a good listener.

Social Interpersonal Skills

To bring harmony among different people inside a team, it’s necessary for the managers and subordinates to understand each other’s personality types and points of view. You must know that some people may need more physical interaction than others, so they can adapt themselves to the particular personality type. The most obvious and basic requirement that a manager must have is to be sensitive to the moods of their people. It means managing them by following their “Highs” & “Lows”. Read more: Social Intelligence: Building Strong Workplace Relationships as a Leader

What is the Importance of Interpersonal Skills for Managers?

Good interpersonal skills of a manager are important to effectively manage teams because these skills help build trust, open communication, and cooperation. When team members trust their managers, they are more likely to be open and honest with them. This can help you identify potential problems and address them before they become bigger issues. In addition, when team members cooperate, they can work more effectively and efficiently towards common goals. To be specific about the outcomes, the interpersonal skills of a manager can help them:

Understand their team members
Deal with the team members with empathy
Develop the right people skills, technical skills, and soft skills necessary for their role
Practice conflict management constructively
Communicate effectively with their team members in both written and verbal communication
Provide helpful feedback in the form of constructive criticism that is both meaningful and helpful
Empower their team members to be creative and productive
Build a team that is productive, cohesive, and motivated

All these outcomes are enough to prove the importance of interpersonal skills for managers. What else matters in a manager’s success? Read more here: 5 Qualities of a Great Manager

Top 4 Interpersonal Skills for Managers

Some specific skills fall under the relevant interpersonal skills for a manager’s role. Those 4 specific skills are:

Communication

Communication skills refer to the ability to effectively exchange information with another person. It includes both verbal and nonverbal communication. Verbal communication involves speaking and listening. The speaker must be able to communicate their ideas clearly and effectively, while the listener must be able to understand what is being said. Verbal communication can be further divided into two categories: oral and written. Oral communication is face-to-face, while written communication is done through text or email. Nonverbal communication includes body language, facial expressions, eye contact, and gestures. Good nonverbal communication is important to a successful conversation because it often goes unseen by both parties. A manager with communication skills:

Communicates goals and expectations clearly
Gives full clarity of tasks while keeping the details simple and concise
Is able to build rapport with the team members
Allows for open debate and feedback
Easily facilitates communication within teams
Is good in active listening skills and communicating new ideas

Motivation

Motivational skills refer to the ability to inspire oneself and others to achieve a goal. It is a psychological process that gives purpose and direction to behavior. Good motivational skills allow us to achieve our goals and aspirations. They also help us to maintain a positive attitude despite any obstacles or setbacks we may face. A manager with good motivational skills:

Identifies when the team morale may be down
Preempts situations when team morale could below
Encourages team from time to time to pick up morale where it has dropped
Is able to give feedback in a way that preserves team morale
uses emotional intelligence to keep employees and themselves motivated

Wondering how to motivate your team? Check out the top 8 motivational techniques here.

Taking multiple perspectives

As a manager, it’s important to be able to take different perspectives into account when making decisions. This means being able to see things from your employees’ points of view, as well as from a higher level, looking at the big picture. It’s also important to be able to switch between these perspectives as needed to make the best decisions for your company. Managing diverse perspectives at work is especially important when you’re dealing with difficult or sensitive situations. It can help you find a resolution that works for everyone involved. You may also find that taking different perspectives helps you come up with better ideas and solutions to problems than other options. It also helps managers to display compassion and is a good step toward building trust. A manager who takes multiple perspectives:

Takes suggestions before sharing their opinions on the matter
Paraphrases what their employees are saying to verify if they understood them correctly
Encourages employees to come to them if they have any doubts about the decisions taken
Shares their side of the story even if it may not agree with what he or she previously thought

Balancing stakeholders

When managing a business, it is important to remember to balance the interests of all stakeholders. This includes not just higher-ups and employees but also customers, suppliers, and the community in which the business operates. Balancing the interests of different stakeholders can be difficult, but it is important to make sure that all voices are heard and that the business is acting in a way that is fair and responsible. Often, this means making tough decisions that may not be popular with everyone. A manager who knows how to balance stakeholders:

Is cooperative and tries to keep everyone on board
Keeps the team’s interest in mind while managing internal and external stakeholders
Knows the subtle art of pushing back and being assertive at work
Allows everyone to voice their opinions carefully, respectfully, and objectively
Is a good negotiator as well as a good manager.

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How to Develop Interpersonal Skills of a Manager? 6 Easy Tips

All the discussions above show that by developing interpersonal skills, one can become a more effective manager. But the question remains – how to develop the interpersonal skills of a manager? We have 6 simple tips for the same.

Listen attentively

The ability to listen attentively is a critical interpersonal skill of a manager. But it is the one that is often overlooked. When we listen attentively, we demonstrate that we care about the person we are talking to and are interested in what they have to say. It makes the other person feel valued and respected and can help build strong relationships. There are a few things that you can do to improve your ability to listen actively:

First, make sure you are not distracted by other things around you when you are in a conversation with your team members.
Secondly, try to refrain from judging or interrupting the person who is speaking. It shows your impatience with the discussion. As a result, the other person will think you are not taking the conversation seriously.
Finally, pay attention to everything the person is saying—don’t skip ahead to what you think they will say next. Assuming the other person’s words or thoughts can be disrespectful.

Listening right is a complex task, hence we got something to help you out: Assess your active listening habits for free with Risely today!

Respect others and their opinions, even if you do not agree with them

When it comes to interpersonal skills for managers, respect is vital. It’s the backbone of any healthy relationship. Disrespect in a work environment can quickly make the culture toxic. Hence, respectful communication is essential in any team and can differentiate between a good and bad work environment. It’s crucial for managers to remember that everyone has different opinions and backgrounds. Managers must learn to handle differing opinions and viewpoints. As a manager, you must always take the time to listen to others, even if you disagree with them. This will help you to understand their perspective better and maybe even learn something new. Moreover, be respectful when dismissing someone’s viewpoint or presenting your counter. Read more: Assertiveness vs. Aggressiveness: How to be an effective leader?

Ask questions to gain a better understanding of what the other person is saying

One of the ways to develop effective interpersonal skills, you must learn to ask probing questions. Questions show that you are interested in the other person and care about them. Asking questions also helps you go deeper into the discussion and learn more about what the other person is trying to say. As a result, you develop a deeper bond with the individual. Also, asking the right clarifying questions can eliminate misunderstandings or misinterpretations. When discussing a personal or professional topic, refrain from asking close-ended questions. A close-ended question stifles the discussion quickly. Instead, focus on open-ended questions. Open-ended questions allow the other person to explain what’s on their mind. Here’s something to help you out: 20 Active listening questions for Effective Managers

Express your feelings calmly and respectfully

The interpersonal skills of a manager also involve being able to express your feelings calmly and respectfully to the people you work with. This ability becomes even more crucial in situations when emotions are running high. Situations with charged emotions expose an individual’s true self to others. Maintaining composure in such cases makes your team believe you are in control, which builds their confidence in your ability to lead them. If you can do this as a manager, you will create an environment where people feel safe and comfortable communicating with you. This, in turn, will allow you to build better relationships with your team and get more out of them. It also helps to resolve conflicts quickly and effectively.

Opt for manager coaching

You might find yourself in situations that need deeper intervention to build your interpersonal skills. In these situations, self-help may not be enough. Effective interpersonal skills can be learned and improved with the help of manager coaching. Coaching can help you improve your interpersonal skills by focused guidance and feedback on the mistakes you might be making. To strategically build these skills, you will have to measure and gauge your progress. With proper measurement and guidance, coaching will also help you develop a plan of action that will make it easier for you to build effective relationships with others and ultimately develop interpersonal skills. Coaching and training for skill development can work in many ways; you can choose from:

mentorship from a senior in your organization who understands your context and helps you out
one-on-one coaching from a professional to overcome your specific challenges
workshops and seminars focused on particular skills
an innovative AI-led approach to coaching by Risely, where Merlin, the AI coach, helps you out through challenges

P.S. You can check out Merlin for free just now here: Get Started

Take time for reflection after each interaction

When you are interacting with someone, take a step back and think about how you felt during and after the interaction. What were your emotions? How was your tone of voice? What were your facial expressions? How was the other person reacting? After taking some time for reflection, write down what you could have done differently to make the interaction more positive for both of you. When you can identify areas for improvement, you can start to work on them and become more effective by developing the right interpersonal skills for a manager. Need some help? Read more about growth mindset here: 12 Ways to Build a Growth Mindset and Succeed in Your Career

Conclusion

Ditch the “easy road” mentality! Mastering interpersonal skills isn’t about shortcuts; it’s about investing in the future of your team. Think of yourself as a sculptor, molding a high-performing team from the raw talent of your employees. With honed interpersonal skills, you can chip away at misunderstandings, build bridges of trust, and inspire your team to reach their full potential. The result? A motivated, collaborative team that tackles challenges head-on and celebrates successes together. So, embrace the journey of developing your interpersonal skills. Remember, it’s not about being perfect; it’s about showing your team you care, value their contributions, and are committed to their growth. By leading with empathy, clear communication, and a collaborative spirit, you’ll be well on your way to becoming a manager who inspires excellence. Now go forth and lead with purpose!

Deeksha Sharma

Deeksha, with a solid educational background in human resources, bridges the gap between your goals and you with valuable insights and strategies within leadership development. Her unique perspectives, powered by voracious reading, lead to thoughtful pieces that tie conventional know-how and innovative approaches together to enable success for management professionals.

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