Management position is one of the toughest jobs!

A good manager is able to blend into the background, changing small things here and there to great effect. Being a good manager is about leading by example like a Maestro that orchestrates the music so that each element sounds as good as possible and resonates with the group as a whole blending into the background.

Your job as a manager is to teach other people how to do a good job. 

The biggest "man's" virtue is not being able to do all, but being able to have other helping him to do all.

Delegate. You're a manager because you're good at what you do, but that doesn't mean you're supposed to do everything yourself.

Being a Manager it's one of the toughest jobs out there — in part because you have to manage other people's expectations — and also because it's one of the least acknowledged tasks.
No matter how many times you repeat Failure is not an option, failure remains an option. Closing your eyes to this fact only makes you more likely to fail. Putting pressure on people to always succeed makes mistakes more likely. Admitting that mistakes happen and dealing constructively with them make mistakes less likely. So we can conclude that: Failure happens. Deal with it.
My advice is:

• Manage by respecting your team's values, they will give you their best effort.

 Remember, our values are what make us "tick." Make people feel good. Ask the employees how they're liking their job on a regular basis. Encourage them to be honest with you. Then take action based upon what they tell you. Happy people make productive people. Try to applaud your employees' strengths both publicly and privately. Motivate people. Understand what keeps them with your organization as well what makes them stick with the organization after a bad day or a bad week.
Don't assume its money; most people are more complex than that.
Treat everyone equally. Most of us aren't as egalitarian as we'd like to be.
If you treat your employees well and your workers are happy with their jobs, they'll pass that kindness on to customers and invaluably bolster the image of your company.
Or, they'll do the same for their employees and maintain a positive corporate culture.

• Set up goals that you can end up exceeding them.

Time to time be the kind of person who shoots for the moon. Staying measured in your goals doesn't mean that you should always play it conservative, never setting high goals. A manager who never punches above her weight can come across as lacking ambition. Even the conservative poker player knows they need to go 'all-in' from time to time.

• Hold yourself to the highest standards. Ideally, be harder to on yourself than you are on your employees. This can have a trickle-down effect: Employees see the types of goals and standards you set for yourself and want to emulate you because they look up to you.
• Learn how to anticipate any problems they might have so you can coach them properly before they begin. 
• Start small. Give people tasks that, if performed incorrectly, can be fixed. Take the opportunity to teach and empower your employees. Then gradually give them tasks with greater responsibility as you come to understand their strengths and weaknesses.
• Assign tasks that will stretch your employees. As your workers begin to take on more responsibility and demonstrate that they're capable, give them tasks that will expand their skills and help them take more ownership of their work. Not only are you finding out how much your employees can handle, you're making them more valuable to the company.
• Assume responsibility for your employees' mistakes. When one of your underlings makes a mistake, don't lord it over them; assume the mistake as your own, even if it isn't technically yours. What you're doing is creating a culture where your employees feel comfortable making mistakes.

Doing this allows your employees to innovate and, ultimately, to learn or grow. Workers who learn from their mistakes will grow to become better workers; those who fail to make mistakes in the first place usually play it too safe, never venturing out into deep water.  Let them take credit for their own achievements. This motivates them to continue to chase after success.

• Acknowledge your own missteps. When things don't turn out the way you expected, recognize what you could have done differently and verbalize this realization to your employees. This shows them that you make mistakes too, and it also shows them how they should handle their own mistakes.
• Ask questions.

Intelligent questions show that you can follow the flow of the conversation and clarify when necessary. Don't be afraid to ask questions because you're worried about appearing "stupid." Effective managers care about understanding what's important; they don't care about how they get there. Know, too, that others will probably have questions and may not ask. If you ask their question for them, you can act as a facilitator and build your team's engagement level. That's the true mark of a manager.

• Don't mix positive and negative feedback.

When you mix positive and negative feedback, both areas suffer. The positive becomes overshadowed by the negative, and the negative doesn't carry the full force of its potential impact. The whole it makes communication less effective.

Remember Being a Manager it's one of the toughest jobs out there, failure happens. Deal with it. Happy people make productive people. Don't assume they always work for money; most people are more complex than that.

You're a manager because you're good at what you do!!  ;)

Jorge M. Correia

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