As a management coach I work with clients to improve their individual and company performance.  The initial reason for the client to work with me may not be just about management performance.  In fact, it usually is not even on the radar as a stated – or an unstated need.

But it’s a need nonetheless.  So, I thought I’d debunk several myths I’ve heard along the way about management performance, especially the lack of a need for it. (If you’re interested in how you measure up, take this complimentary assessment about your management performance).

Myth 1: It’s All About Performance Management

It’s not just performance management (can you keep others focused). Management performance is also about the ability of the manager to improve his individual work performance. In this regard consider as well human resources management (are you a good manager of others), personal motivators (what drives you), planning and organizing (are you an effective planner and organizer), production management (how well do you handle human and physical resources), and self-management (are you an effective manager of you)?

Related: Performance Management Defined

Myth 2: Human Resources Management Is THE Critical Factor

Some of my clients want to become the absolute best at managing their employees, claiming that this is the only critical factor.  But what does that really mean?  What are the factors to managing others?  How good are you at correcting, developing, evaluating, leading, and setting realistic goals for others?  If you’re good at these attributes you certainly have fulfilled one of several criteria for improved management performance, yet it’s not the only factor.

Myth 3: The Manager’s Personal Motivators Are Paramount

Yes, one client said the most important factor is to find out her motivators, her drivers.  When asked, she said it’s critical to know the importance of material possessions, the value of personal relationships, the need for self-improvement, having a strong sense of belonging, having a sense of mission, and recognizing the importance of status and recognition in propelling a manager’s performance.  While I agree that personal motivators are important factors, they alone do not improve management performance.

When Do You Really Know You’ve Improved Your Management Performance?

As your management coach I’m going to give you a recommendation.  Look at all 3 factors, assess your current strength in each, and seek to improve upon each one.  If you do, your management performance will improve. Oh yes, and stay tuned to the next 3 myths about management performance coming soon.