Result of your test: explanatory manager

You are an "explanatory" type of manager

You are attentive to both relationships and results. And you don't lose sight of your objectives, while ensuring that operations run smoothly by motivating your team. Perhaps you could develop your listening and organisational skills a little more. Perhaps you could also introduce delegation.

Your strengths

You are an excellent communicator.
You know how to motivate your team.
You're a good listener.
You have undeniable leadership qualities.
You can drive projects forward with ease.

The explanatory manager in high-stakes situations

Two examples:

In a conflict situation between two employees, the manager who is predominantly "explanatory" will act as a mediator. He will talk to everyone and encourage them to listen. But if the parties concerned fail to find a solution, he or she will make the final decision.

Faced with a budget cutIn the event of an accident, he will bring together all the employees concerned to explain the situation and ensure that the decision is accepted.

Your areas for improvement

Get organised!

Why is this?

Organisational skills make it easier to manage priorities on a day-to-day basis and plan everyone's activities. "Learn how to work better so that people can work better". It's one of the keys to increasing personal effectiveness and improving your team's productivity.

How do we do it?

Define SMART objectives (Specific, Measurable, Acceptable, Realistic, Time-bound), allocate tasks, give time to the feedback You will need to be able to assess and monitor your performance on a regular basis, use evaluation and monitoring methods and set performance indicators...

Learn to delegate and take responsibility

Why is this?

Delegating is not just about offloading a workload. It's also a management technique that gives your staff autonomy and opens up opportunities for professional development. The trust and the recognition are mutual.

How do we do it?

Analyse the operational maturity of employeesEstablish a framework (objectives, follow-up, etc.), define the type of delegation (motivating, empowering, etc.) and clarify the criteria (what, for whom, for when and why, etc.).