Knowing the Technical Requirements of the Work

One of the characteristics of a good leader is a thorough knowledge of the technical requirements of the jobs your employees do. Indeed, because good workers are often promoted into first-line management positions, that characteristic is one most supervisors have. But what if you don't? Just how important is it for the manager to know? That's the question I was asked yesterday.

My response: it is very useful for a manager to understand the work their people do. The better the manager understands what they do and how they do it, the better equipped the manager is to plan, organize and schedule the work; provide the necessary supporting resources; coach and train people; give them helpful advice and counsel; and accurately evaluate performance factors for each employee as an individual as well as the department as whole.

Having said that, it is possible for a newly assigned manager to manage a department performing work that the manager is unfamiliar with. Provided that the new manager has fairly good management skills. The wisdom to admit what they don't know. A willingness to listen and learn. A respect for the technical capabilities of the people in the department. An ability to make friends and get people on their side. A talent for asking the advice and counsel of employees in areas such as planning, organizing and scheduling the work. An appreciation for the guidance and help provided by employees. And a willingness to provide public recognition of their efforts.

It certainly won't be easy managing a department without a strong knowledge of what they do. But a manager can make the best of the situation by accomplishing the above, winning people over and building a team. But note this word of caution very carefully: You must also be a fast learner. If you don't learn at a reasonable pace, people will begin to view you as incapable and/or incompetent and/or uncaring about the work. Once that happens, your status as their leader will begin to fade away.

About me: Dan Pelley offers a series of five programs leading to a Certificate in Supervisory Management. The five programs are "Managing People,: "Leadership Skills," "Managing For Results," "Proactive Leadership," and "Participative Management." The issue recited above came from a participant currently attending "Leadership Skills" in Danielson, CT and "Managing For Results" in Lincoln, RI.

Copyright © 2009 Daniel W. Pelley
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