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You can learn how to be a manger from reading good management books but to put that into practice is whole other story. We have learned from experience from running very high profile projects that people handle stress very differently. There is a frequent debate which rages on in the management community about if leaders are born or are they made. This is a separate topic for discussion in another article but this is something that you should keep in the back of your head about your own leadership traits. The fundamentals that we discuss may seem a bit obvious and some which do not. We feel that we have to bring awareness to these topics because we have seen time and time again, managers not living up to their expectations.

There are countless recruitment agencies that are listed on telephone directories but also government career guidance services that all provide the links to various change management jobs. These services offer free resources whereas recruitment agencies tend to take a cut of your salary for putting you in touch with the company advertising the service. Their resources are however free and these should be used to make clear what type of job will suit your skills. Typical roles include that of change management teams, executives, senior managers, middle managers, supervisors and the project team itself. These roles interact with the client at all levels. The managers interact with the client and act as the more visible of the roles usually represented by a senior professional who has been recognized in change management for over many years. The project team cater for the scheduling and more close up day_to_day running tasks e.g. system implementation as one such example here. Employee engagement through surveys and general monitoring are other routines that the project team will undertake.

Planning, supervising as well as coordinating the functioning of an operating unit, business, division or department is the main duty of a manager. Other responsibilities of a manger include the following:. Making the staff aware of their duties and responsibilities. Recruiting as well as training the new employees. Conducting business meetings at regular intervals. Assessing employee productivity and performance. Evaluating the business processes. Setting targets and objectives for employees. Planning as well as implementing new methods and systems for optimizing operating efficiency. Finding out whether there is a need for additional resources. Reviewing sales, financial and performance data of the organization for tracking the productivity and activity levels. Helping the other concerned authorities to prepare and analyze reports. Chalking out policies and practices for various departments or for the entire organization. Participating in conferences, seminars and meetings

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