The more I interview people, the more I get to see the ambitious side of candidates and why they want to grow in their career. More often than not it is because of their title and the advantages that come along with it.

Yes, you read it right - TITLE !!

Well it seems like a no-brainer that to get a manager title, one has to earn it by modelling their behaviour in a way that is worthy of the title.

While it is believed that past performances are best predictors for future performances, we find that often candidates wished that they could have manager titles because of their 'conceived potential' rather than their 'past performances'.

Demonstrated behaviour is what many employers focus on, because no organisation wishes that their employees practice their skills at the cost of the organisation.

I would like to focus on how employees may dawn the role of a manager, while not having the title itself. This is not just focusing on the social or societal aspect of fame and popularity, but one of being a model as a commoner or a team member.

  1. By being passionate of whatever you do - This makes you confident and with confidence comes top performances, which in turn is seen by others as being passionate towards your job.
  2. By focusing on integrity and team cohesiveness - Showing that you are genuinely part of the social fabric (within the team) and that you care for the other.
  3. By going beyond the call of duty - Showing that you are passionate about your work.
  4. By appreciating the additional responsibilities that may come your way - Instead of looking at it in a narrow-minded way - "The management has no one else to dump the task on, but me", why not try - "Thank you for the opportunity !"
  5. Being open to learning, accepting change and sharing experiences learnt with fellow colleagues.

If people around you begin to see the above points in action and if they experience your camaraderie and demonstrated behaviours, they would certainly see you as the “go-to” person.

They would see that you are someone that they can rely upon and could fall back on, in case of any help, direction or support needed.

In my personal experiences, I have witnessed that these Title-less managers are often quite popular compared to titled managers because they lead by...

  1. Practicing empathy a lot more.
  2. Modelling conducive behaviours.
  3. Demonstrating behaviours out of choice and not of compulsion of the position.
  4. Focusing on people skills and relationships.

So I hope you don't wait till your manager title comes your way, because there are ways that you can preempt your next promotion by practicing a few target behaviours from within and I am sure you will be benefitted.

Just remember that a perfect manager would be one who not only manages customers, projects or tasks but people as well !!

This article is written by Willis Langford, an unbiased, result driven & passionate HR professional who has a flair for technology and keen interest in making this world a better place with a zest for life.