In the dynamic landscape of leadership, the journey from being a manager to becoming an exceptional leader is paved with experiences, both positive and challenging. To provide insights into effective management practices, I asked individuals from diverse work environments at the Alliance 2024 Annual Conference about their best (and worst) experiences as managers or employees. If you’re looking for tips to improve, or even if you think you’re already a good manager, read on to hear how your peers feel they are truly valued and explore the human side of management.

Attributes That Make Up a Positive or Impactful Manager

Empowerment and Support

One of the standout aspects highlighted in the responses from conference attendees was the importance of empowerment. A participant described a manager who "inspires and motivates you, encourages you to go for things you would never have thought you could." This type of leadership not only builds confidence but also opens doors to new opportunities, as seen in another participant’s experience of running a statewide and ultimately international CME/CPD program. Such managers create environments where team members feel safe to take risks and explore their potential.

Emotional Intelligence

The significance of emotional intelligence in leadership was also apparent. One participant recounted a painful experience involving a denial notice related to accreditation. The lack of empathy from a senior leader contrasted sharply with the support from her direct report, who validated her feelings: "She acknowledged that the organization didn't give me the support to achieve our goal."

This empathetic approach not only comforted the employee but also reinforced the bond of trust between them. Emotional support in the workplace can be as crucial as professional guidance, fostering resilience and commitment.

Authenticity and Inclusivity

Another powerful theme emerged around authenticity and inclusivity in the workplace. One participant expressed how a leader who empowered her team to bring their "true authentic selves" to work created a transformative atmosphere.

She noted, "As a Black woman in a (corporate) healthcare setting, I have never felt comfortable sharing all aspects of me in a professional setting." This underscores the critical role that leaders play in fostering inclusive environments where diversity is not just acknowledged but celebrated.

Recognition and Value

The theme of recognition was prevalent, with one participant reflecting on how her manager’s support and appreciation "fueled myself to work harder." Recognition not only motivates individuals but also affirms their contributions to the team, enhancing overall morale and productivity.

What Constitutes Ineffective Leadership (and What Could Be Done Differently)

Poor Communication and Consultation

Several responses highlighted the negative impact of poor communication. One individual mentioned being added to a major committee without prior consultation, which can lead to feelings of being undervalued and ignored.

This lack of involvement in decision-making processes can create a sense of disempowerment. To foster a sense of ownership and respect, leaders should prioritize transparent communication and involve team members in discussions that affect their roles.

Aggressive Management Styles

The use of aggressive tactics by managers can also leave lasting negative impressions. One participant described a situation where their manager confronted them harshly about their engagement levels: “It kicked my butt into gear, but it will never be seen as a constructive or helpful situation in my perspective.”

This highlights how aggressive management can alienate employees rather than motivate them. Constructive feedback should be delivered in a supportive manner that encourages growth rather than instilling fear.

Stifled Professional Growth

Another significant concern was the lack of support for professional development. A participant noted, “I’ve had experience with a manager who did not support my professional development and growth; even denying stretch opportunities.”

This stifling of growth opportunities can lead to disengagement, as employees feel trapped in their roles without avenues for advancement. Managers should actively promote and facilitate professional development to keep employees engaged and motivated.

Examples of How Managers Went Above and Beyond

Public Recognition

A significant theme is the power of public acknowledgment. One participant noted how their manager recognized their efforts in a social media campaign: “My manager made sure that the whole team, including our CEO, knew about this accomplishment via an email.”

This kind of public recognition not only boosts individual morale but also reinforces the importance of collaboration and achievements within the team. It shows that leaders who celebrate their team's successes can significantly enhance their sense of value and belonging.

Personal Connection

The impact of personal relationships in the workplace was also highlighted. A participant shared how their former physician-in-chief made a concerted effort to know them on a personal level: “She would send me a gift for my birthday or remember the small details.”

This approach fosters a supportive environment where employees feel seen and appreciated as individuals, not just as workers. Personal touches like remembering birthdays or providing encouragement can leave lasting positive impressions.

Mentorship and Inspiration

One participant described their last manager as “the ultimate mentor” who was supportive, thoughtful, and inspiring: “He inspired me to be better in every situation.” This highlights that effective managers not only provide guidance but also serve as role models, encouraging employees to grow and excel.

Thoughtful Feedback

The value of meaningful feedback was evident in a participant’s experience during a self-assessment meeting: “She went above and beyond to give me all the things she appreciated in me as an employee.” This kind of thoughtful, personalized feedback reinforces an employee's sense of worth and can motivate them to continue performing well.

Supporting Life Events

Support during significant life events is another powerful way managers can demonstrate their appreciation. One participant highlighted that their manager arranged for them to have paternal leave when adopting two daughters. This act of support shows an understanding of the importance of work-life balance and personal milestones, enhancing employees’ loyalty and gratitude toward their leaders.

Inquiry into Goals

A participant noted, “The manager went above and beyond to make me valued by inquiring about my professional and personal goals and taking steps to help me achieve them.” This approach indicates that leaders who invest in their employees' aspirations foster a culture of support and motivation, which can lead to higher engagement and job satisfaction.

Pitfalls to Avoid Making Employees Feel Underappreciated

Lack of Recognition

One participant remarked, "My current chief doesn't really recognize achievements or contributions to the department." This lack of acknowledgment can lead to feelings of invisibility, especially when colleagues outside the department express gratitude, highlighting a disconnect between management and staff contributions.

Communication and Clarity

Participants also noted that clearer communication could improve feelings of undervaluation. One respondent suggested, "Occasionally, clearer delineation of expectations would have helped!" This indicates that when expectations are ambiguous, employees may feel unappreciated for their efforts.

Advocacy and Equity

The theme of advocacy emerged strongly, particularly in instances where employees felt their contributions were overlooked or undervalued. One participant expressed frustration over being asked to perform duties outside their typical role without appropriate compensation: "I felt undervalued, unappreciated and invalidated." This highlights the need for leaders to advocate for their employees, ensuring they are recognized and compensated fairly for their contributions.

Collaboration and Influence

Another poignant experience involved a lack of respect for expertise. A respondent reflected on a situation where a less experienced employee's ideas overshadowed their own: "I had to undo all that had been in his hands." This not only led to feelings of undervaluation but also created additional work for the respondent.

Another participant mentioned working hard and carrying "the responsibilities of two people but never got even a thank you from my supervisor." This lack of appreciation can lead to disengagement and decreased morale, emphasizing the critical role of recognition in maintaining employee motivation and satisfaction.

Gratitude, Recognition and Celebration, Especially During Tough Times

Personalized Recognition and Thoughtfulness

A recurring theme in the responses was the need for recognition to be personalized and thoughtful. One participant emphasized that it is crucial for managers to "get to know their staff" and understand what type of recognition resonates with them. They explained, “Some people definitely don’t like big gestures or recognition in front of big crowds ... You really need to get to know them individually to know how to do it the way that they'll really hear it."

Another added, "Managers should inquire how employees prefer to receive recognition," noting that recognition should align with individual preferences, whether public or private. In these cases, understanding and catering to personal comfort levels can make recognition far more meaningful.

Non-monetary Rewards and Team Building

Several participants underscored the value of non-monetary forms of recognition, particularly those that foster camaraderie and team spirit. One participant shared that during less stressful times, managers should seize the opportunity to "go and have lunch with your team," emphasizing that building relationships is key to maintaining morale.

Another echoed this sentiment by describing how impromptu meetings, where “95% of our conversation is not even related to work,” helped their team reconnect on a more personal level.

Additionally, some companies use more structured activities, such as personality assessments, to strengthen team bonds. As one manager explained, “We all took the Myers-Briggs Personality Test independently ... it was just really cool to see personality traits you shared with your colleagues.”

These informal, yet impactful, methods of engagement serve as reminders that recognition can also mean spending quality time together.

Monetary or Tangible Rewards

While personalized and social gestures were appreciated, tangible rewards like bonuses, gift cards and time off were seen by many as especially effective, particularly during high-stress periods. One respondent shared that their organization uses “an Amazon gift card quick thank you kind of thing” as a small, yet impactful token of appreciation.

Another participant elaborated on the effectiveness of such rewards during challenging times, noting that “a $25 Amazon gift card can go a long way,” showing how even small financial gestures can boost morale.

Others advocated for more formal recognition systems, with one person stating that their company includes “award nominations, promotions and raises” as ways to recognize exceptional performance.

Inclusive Decision-making and Empowerment

Several participants highlighted the power of recognizing employees by involving them in decision-making processes or granting them autonomy. One person remarked, "Inclusion into decisions that are being made, seeking their opinion about the next step," can make employees feel valued, as it recognizes their expertise and contributions beyond task completion.

Another participant shared the importance of empowering employees during high-stress periods, stating, "Let your staff lead. Let them do what they need to do." This sentiment was echoed by another respondent who spoke about the value of recognizing both small achievements and big wins, as well as fostering opportunities for employees to contribute ideas and initiatives.

Finally, Advice for Someone Aspiring to Be a Great Leader

Leading With Empathy and Support

One of the strongest pieces of advice shared was the importance of approaching management with empathy and support, rather than control. As one participant put it, "A manager should view themselves as being managed by their employees. They are not a hierarchical figure but a member of the team, responsible for their part."

Another added that aspiring managers should "allow that individual on your team ... to be the lead" during challenging times and act as a supporter rather than a controller. In doing so, the manager empowers the team to take ownership and build confidence. “Let them be the ones who not only get the glory, but also get to make the decisions,” one participant urged, encouraging managers to trust their team to tackle challenges independently.

Prioritizing Individualized Development

Another common theme was the need to understand employees as individuals. One respondent highlighted the importance of getting curious about each team member’s personal and professional aspirations, advising future managers to "ask your team members what their goals are (short-term and long-term), ask how you can support them, get curious about what is important to them, and allow them to do the things they are passionate about."

Another participant shared a personal story of managing different personalities, saying, “I had one student who was phenomenal, and she followed directions ... and then I had another student who was the complete opposite, and that's when I learned that you cannot manage any two people in the same way.”

Knowing what motivates each person, their strengths and their growth areas can help managers tailor their approach. As one participant summed up, “You really have to get to know that individual ... not just when they’re sitting in their cubical or their office ... but get to know them as a person.”

Practicing Consistent Recognition and Engagement

A crucial element of effective management, according to many participants, is the consistency in recognizing and valuing employees. One respondent advised, "Practice, practice, practice ... unless you actually put it into practice all the time, you won't do it right." They emphasized that managers need to regularly acknowledge team accomplishments and cultivate a rhythm of appreciation, warning that, "If you don’t take a moment ... to genuinely recognize, you're going to lose that person."

Another participant underscored the importance of maintaining regular communication, citing how their manager often canceled one-on-one meetings, which made them feel undervalued. "I make it a priority not to reschedule one-on-ones ... out of respect for them," they explained, noting how simple actions like keeping meetings can significantly impact team morale.

Empowering and Elevating the Team

Participants also stressed the importance of fostering an environment where the team feels empowered to excel. One participant suggested that managers "empower their voices," allowing them to shine, while also helping them develop in areas of improvement.

“Let your team make you look amazing,” they advised, by giving employees the tools and opportunities to thrive. This empowerment can be paired with celebrating both small and large successes, as another participant shared, "It is celebrating the small wins, but it's celebrating the big ones too." Building this positive momentum helps employees feel consistently valued and encouraged in their roles.

Concluding Thoughts

I would like to extend gratitude to everyone who contributed to this article by participating in my survey during the Alliance 2024 Annual Conference workshop, “How and Why to Get Your Work Published”, that I co-presented in February 2024 with Katie Robinson, PhD. These thoughtful responses provided real-world insights into the qualities of effective leadership. A special thanks to a few of my fellow Almanac Editorial Board members for taking the time to share their feedback on my questions, too. I would also like to acknowledge the assistance of ChatGPT, which helped me synthesize the responses and enabled a clearer representation of the diverse perspectives shared.

To recap, you may want to ask yourself if you are implementing these qualities in your work relationships…

• Recognition, Public/Private
• Connection/Empathy
• Mentorship/Inspiration
• Thoughtful Feedback
• Support/Advocacy
• Goal Setting/Individualized Development
• Rewards, Monetary and Non-Monetary
• Decision-making/Empowerment
• Authenticity/Inclusivity

My hope is that both seasoned and aspiring managers found practical ideas to foster a workplace where employees feel seen, heard and genuinely appreciated. After all, being a good manager is not just about overseeing tasks; it's about cultivating a positive and empowering environment for everyone on the team.