Becoming the Manager You Always Wanted

Mar 25

Think back to the best manager you ever had. What made them stand out? How did they make you feel? What actions did they embrace to make positive impact?

We sometimes tell ourselves that leadership should come naturally. That we are made for management or we’re not, and that’s that. What successful leaders may not be telling you is how much time they are spending on personal development. How much time they are spending studying systems to allow them to show up more consistently. How much thought they put into what they say and when they say it.

The truth is, great managers don’t just happen. They are built through intentional actions, self-awareness, and a commitment to growth. If you want to be the manager you always wished for, start by focusing on three key areas: consistency, communication, and personal development.

Consistency

Imagine walking into work each day, never knowing what version of your manager you’d get. One day, they’re approachable and supportive; the next, they’re unpredictable and dismissive. This kind of inconsistency creates uncertainty and anxiety for employees, making it difficult for them to feel secure in their roles.

Great managers understand that consistency builds trust. It means:

Setting clear expectations and holding everyone (including yourself) accountable.
Reacting to challenges with fairness and predictability.
Leading with integrity so employees know what to expect from you, regardless of the situation.

When your team knows you will treat them fairly and follow through on commitments, they will be more engaged and motivated to perform.

Communication

Let’s say your manager calls you into a meeting and says, “This XYZ needs to be better.” No details, no context—just vague criticism. You leave feeling frustrated and unsure of how to improve. Or worse yet, they don’t say anything yet and you’re left wondering why the project isn’t moving forward.

Poor communication is one of the fastest ways to lose the trust and respect of your team. Instead, effective managers prioritize clear communication and feedback by:

Providing specific, actionable feedback.
Encouraging open dialogue and making space for employees to share concerns.
Regularly checking in with their team—not just when something goes wrong.

Communication isn’t just about talking—it’s about listening. The best managers ask questions like, “What obstacles are in your way?” or “How can I support you?” and then take action based on what they hear.

Personal Development

A manager who stops learning is a manager who stops leading. If you want your team to grow, you need to be growing too.

Consider a time when you worked for someone who inspired you. Did they challenge themselves? Seek feedback? Adapt to change? The best leaders lead by example and show that improvement is a lifelong process.

Ways to invest in your own development include:

Seeking mentorship: Learn from leaders you admire and surround yourself with peer mentors who can share experiences and learnings with you.
Reading and learning: Stay current on industry trends and leadership strategies by reading, listening to your favourite podcast, or enrolling in a learning program.
Embracing feedback: Show your team that feedback isn’t just something you give—it’s something you receive and act on. Ask for feedback regularly, “How can I better support you?” or “How can I show up better as you manager?”

When your team sees you working on yourself, they’ll feel more motivated to do the same.