1. Communicate your managerial goals and intentions to your employees, peers, and manager on at least a quarterly basis. Be specific. These goals and intentions should ties to the organization’s strategies and unique challenges.
2. Ensure your communicate messages are received as intended.
3. Talk about, act on and measure those things that you say are important.
4. For every goal or intention, write down three ways your management habits should change to better support the goal or intention. Do those things. Hint: Your managerial practices OUGHT TO CHANGE if you want to get a different result.
5. Articulate your goals and intentions in the “goal setting” section of your performance evaluation – hold yourself accountable!
6. Seek feedback from your employees and peers during one-on-ones regarding how well you are focusing on and reinforcing your goals and intentions.
7. Implement structure, when needed, to support implementation of goals (for example, changing the structure of your team meeting to facilitate team collaboration or changing a report to emphasize the most important information or reinventing a process to better support goals).
8. Block out time on your calendar to focus on the tasks that best support your goals and intentions. Even 30-minute blocks, once per day, will help.
9. Ask yourself: What can I do today to best move the most important work forward? How can I be a catalyst for excellence? Do those things.
10. Be cognizant of the difference between self-awareness and personal growth. Awareness is critical, but can be a waste of time and resources if you do not learn how to be a better manager and then change as a result.

 

Source: Management Craft