Five Things All Good Managers Should Know

There are numerous things that managers should or could be doing, depending on the industry, seniority, and staff involved. How you approach your management style will depend on your own personality and strengths. As management courses and leadership training will tell you, there is no magic formula to work towards, and even the most successful managers will admit they can always improve. Here Taiwo Olaiya, Counsellor for CiC, reflects on her career to date and outlines five things all good managers should know.

As I wrote this blog, I thought back to the best characteristics of the best managers I’ve worked for. Therefore the traits below are based entirely on my own experiences with managers who made a real difference to me then and taught me a critical lesson that advanced my career.

First, there are a few core values that are important characteristics of all good managers: honesty & integrity, respect for others and cultural awareness. When a manager grasps these, and uses them to better themselves personally and professionally, they will gain the respect and commitment of their staff eternally.

Recognise and compliment your employee’s strengths.

Ten years ago a boss identified how effectively I cut through organisational red tape to reach unique solutions to some tough problems. When things were going well, my boss let me and other colleagues know early and often. He/she made a big deal about it and encouraged outstanding and sustained performance by showing employees how much their efforts were appreciated.

Be the boss, but be humble

I’ve worked with loads of bosses who let their egos get the better of them. They acted like they were better than everyone else, were distant and emotionally detached, and flaunted their knowledge and power. They were not¬†always the most successful, but the most admired bosses I know are genuinely humble.


I once worked for a boss who stood out from everyone before and since because they communicated clearly, professionally, and often. She always gave her honest assessment of my performance. She thoroughly understood the organisation and when things were running smoothly, she highlighted what was working and communicated success throughout the organisation. When problems arose, her communication motivated as well as identified and resolved problems.


Another boss would constantly challenge me to the point I felt uncomfortable. But once he trusted and believed in me, he put his full weight behind me which helped me succeed. He’d stand up for me even when he wasn’t sure what the heck I was up to. He gave me new functional responsibilities which encouraged my growth into supervisory roles.


I once worked for a company where things were not going well. My boss at that time avoided assigning blame and identifying poor performance. Employees’ were instead asked to identify ‘blocking issues’, focus attention on possible solutions and strive to meet and exceed expectations.

CiC-EAP provide a number of services that can help managers develop and grow. From coaching, to our Managerial Support services, we can provide the support and development opportunities that will allow your managers to support their teams and your organisation. For more information get in touch with us online now, or call +44 (0)20 7376 1914.