Management Difficulties and Development
“Managers influence everything that gets done in organizations. They may occupy the single most important role in workplaces throughout the world. They translate strategy into action and hold employee morale, turnover, productivity, safety and creativity in their hands. A great manager improves lives while improving performance. A poor manager makes workers’ lives miserable while destroying performance.” (2013 Gallup study report)
Present day businesses/organizations are facing stricter and more complex employment/workplace legislation, heightened sensitivity to human rights issues, stronger recognition of psychological hazards in the workplace as well as increased diversity in the workforce. Now more than ever, existing as well as up-and-coming managers need to be able to demonstrate not one or two but a comprehensive suite of effective management skills in order to lead competently and responsibly through these conditions as well as to generate trust, wellness, commitment, and engagement among employees.
A mass engagement study by Gallup involving 27 million employees of 2.5 million teams in 195 countries found that managers with high “managerial talent” are twice as likely to be engaged (54%) as managers who have limited managerial talent (27%) and that “employees who are supervised by highly engaged managers are 59% more likely to be engaged than those who are supervised by disengaged managers”. Another 2012 Gallup meta-analysis of 263 studies involving nearly 1.4 million employees within 49,928 work units across 34 countries found that when compared with disengaged teams, engage teams show:
- 24% to 59% less turnover,
- 10% higher customer ratings,
- 21% greater profitability (48% found in another 2013 Gallup study),
- 17% higher productivity,
- 28% less shrinkage,
- 70% fewer safety incidents, and
- 41% less absenteeism.
Unfortunately, a significant percentage of managers may not have adequate managerial skills. A 2013 Gallup study involving 2,564 U.S. managers found that just 1 in 10 people have the unique blend of innate characteristics that would yield management excellence while another two in 10 have possess some of the characteristics but not all and thus would require further coaching and development to become successful managers. Just 18% of managers reported as having high managerial talent, which could suggest that organizations may have up to 82% of their managers not having adequate managerial skills and abilities to be effective or successful.
HOW WE CAN HELP:
- Management Skills Assessment for Individuals and Teams
- Management Training and Coaching
- Management Conflict and Performance Problem Consultation, Intervention, and Containment
- Leaders’ Mind Share – Management Sounding Board
- Intervention, Recovery, and Support for Affected Managers
OUR PEOPLE, YOUR ADVANTAGE: Our associates in this domain are seasoned organizational leaders and coaches with extensive experience in organizational management, proven leadership success as well as expertise in training and developing managers. Depending on the client’s needs, further intervention and support may be provided by our therapists, partner physicians, or other appropriate specialists to ensure that they get the multi-disciplinary support they need to deal with their issues and concerns in a holistic manner.
Let us help and support you. For additional details of our services, click on the following or contact us today.
We can assist you and your managers in assessing their management/leadership skills and tendencies, identifying areas for enhancement, and charting a course for development. Management/Leadership skills and tendencies cover a multitude of areas and can include self-awareness, social and emotional intelligence, leadership styles, learning styles, planning and organizing, tolerance of ambiguity, locus of control, decision making, inter-personal relations, conflict management, communication, influence and persuasion, delegation, stress and time management, and many more.
Such effort would be essential in:
- General or targeted management development and skills expansion
- Identifying and addressing specific managerial limitations and concerns
- Determining a candidate’s likelihood for managerial success
- Management succession planning
Assessment in a group setting involving individuals within a management team can also be done. This will be followed by development activities in targeted areas such as team building, communication, and inter-personal engagement, dealing with uncertainties, stress management, strategic thinking, management decision-making, and many more.
We can help existing as well as up-and-coming managers enhance their management/leadership skills and abilities.
We provide custom, half-day, full-day or multi-day workshops for the development of management/leadership-oriented knowledge and skills in the following areas. Sessions can be facilitated at a worksite, off site or at our Insight South Edmonton Service Centre:
- All About You – Discovering Who You Are and Can Be as a Manager
- Management and Supervision
- Emotional Intelligence
- Social Intelligence and Interpersonal Skills
- Strategic Thinking
- Decision Making and Taking Calculated Risks
- Responsible Use of Strength, Power, and Control
- Conflict Resolution
- Effective Communication
- Political Skills
- Influence and Persuasion Skills
- Change Management
- Employee Performance Management
- Employee Discipline and Termination
- Mental Health First Aid
- CUSTOMIZED TOPIC: Insight can work with you to develop a learning topic and session that fits your needs.
We also provide one-on-one coaching to individuals from all level of management. Coaching sessions are concentrated efforts to help a manager:
- Work on areas of managerial limitations.
- Gain and apply new skills to tackle specific areas of management.
- Sharpen their strategic thinking, decision-making, and/or employee management abilities through consultation, analyses, and supported efforts/exercises to resolve organizational issues and cases.
Should you have executive officers or managers who are failing to meet reasonable performance expectations or are engaging in destructive behaviours and conflicts that are affecting their staff, co-workers, or the work environment, prompt action can and should be taken to prevent further difficulties, deterioration, or disruption. Performance difficulties and destructive behaviours can be associated with or resulted from other challenges such as deeper psychological issues and/or other developmental, personal, and inter-personal issues.
We can assist you in assessing the extent, risk, and impact of the concern/crisis as well as in determining the best course of actions to mitigate the situation, address the problem, and ensure that those impacted get the intervention and support they need. This also includes identifying areas of support that can be provided by the employer to effectively assist the managers in addressing their difficulties.
There are insufficient outlets where managers, directors, and executive officers can feel psychologically safe and supported in sharing their challenges at work. Such challenges or concerns may include:
- Difficulties working with one’s supervisor or members of the Board.
- Crises or harmful politics affecting the organization or one’s self.
- Harassment or discrimination.
- Overly intense pressure or unreasonable expectation to take on certain initiatives.
- Deterioration in key operational functions and/or difficulty in rectifying major operational challenges.
- Difficulty generating new resources or support.
- Major changes in the organization or in one’s personal life.
- One’s own health deterioration or increasing sense of disillusionment.
Under such circumstances, a manager can benefit greatly from sounding off their concerns and consulting with another seasoned organizational leader – in a safe, supportive, and confidential environment. Leaders’ Mind Share is precisely such a program, where each of our associate is a seasoned leader with extensive experience and expertise in non-profit and/or for-profit management. They are professionals with proven management and leadership success – someone who has truly been there, navigated through, learned from, and successfully addressed the many similar issues and concerns encountered.
Our associates can support managers, directors, and executive officers in the following manner:
- Examine personal, relational, organizational/operational, or environmental challenges and concerns encountered,
- Identify contributors to those challenges and concerns,
- Consider different perspectives and approaches to addressing the challenges and concerns encountered,
- Explore viable solutions for those challenges and concerns, and
- Establish appropriate plans to test and execute the solutions.
For managers experiencing any of the following issues:
- Under-performance or performance deterioration
- Dysfunctional conflicts
- Harassment, Bullying, and Psychological Safety
- Mental Health, Addictions, and Psychological Injuries
- Medical Concerns
our therapists can provide applicable assessment, therapeutic interventions as well as other appropriate support they may need to: 1) repair and recover from trauma and/or other psychological impact and 2) address developmental, personal, and/or deeper psychological issues that are negatively affecting their ability to function or interact with others. Our therapists will also work with their medical and other specialist colleagues where appropriate, to ensure that the impacted managers get medical or other multi-disciplinary support they may need to deal with their concerns in a holistic manner. For employees with difficulty attending face-to-face sessions, some sessions can be facilitated online through Insight’s real-time, secured video conferencing system.
Associates that can help:
Harassment and Bullying, Leadership Development, Psychological Safety, Work Relationships, Workplace Investigations, Workplace Violence
Cross-cultural Competency, Discrimination and Harassment, Diversity and Inclusiveness, Human Resources, Management Development, Psychological Safety
Business Development, Business Processes, Business Start-up, Client/Member Engagement, Financial Management, Leadership Development, Operations Management, Small Business Management, Strategic Management
Business Processes, Business Start-up, Leadership Development, Operations Management, Small Business Management, Work Performance, Work Relationships
Business Development, Business Processes, Cross-cultural Competency, Leadership Development, Small Business Management, Work Performance, Work Relationships
Critical Incident Response, Grief and Loss, Harassment and Abuse, Leadership Development, Not-for-profit Management, Psychological Safety, Small Business Management, Work Performance