1. They Remove the Nonperformers
Average bosses sometimes hire somebody who can't do the job–but then keep that person on board, hoping that he or she will figure things out. This damages the the entire team, because it creates a lower level of performance and forces everyone else to do extra work to fill the gaps.
Extraordinary bosses monitor employee performance and provide constructive coaching when an employee falls short. However, once it's that clear a person can't perform, they either reassign that employee to a more appropriate job or do him or her a huge favor: suggest finding a job elsewhere.
2. They Coach But Don't Interfere
Average bosses can't "let go" of what they're good at. They're constantly intervening when things aren't done the way they'd prefer. This not only lowers motivation but also turns the manager into a "gatekeeper" for any activity–causing productive work to grind to a halt.
Extraordinary bosses know that their primary responsibility is to let people do their jobs and provide coaching when necessary or requested. Such bosses realize that it's impossible for workers to think strategically when their time and energy are getting consumed with details of tactical execution.
3. They Put Their Employees First
Average bosses put most of their attention on customers, investors, other managers, and their own career. In this priority scheme, employees rank dead last–if they're even on the list. Unfortunately, employees can sense when a boss doesn't care about them, and they respond by not caring about their jobs.
Extraordinary bosses know that the best way to please patients and peers is to put the employees first. They realize that it's employees who create, build, sell, and support the services that patients buy, thereby creating not only a great employment environment, but outstanding patient satisfaction as well.
4. They Manage People, Not Numbers
Average bosses focus on numbers rather than people. They jiggle revenue and profit numbers, monkey with statistics and data, and spend more time worrying about their spreadsheets than making things happen.
Extraordinary bosses know that numbers represent only the history of what's happened–and understand that the best way to have great numbers is to make sure that that the job gets done. They realize that their responsibility is to manage people and their activities so the numbers take care of themselves.