How to Prevent Mediocre Managers from Sabotaging your People Strategy

Think about the worst manager you ever had; what qualities made them a bad manager?

You might think of some Not-Safe-For-Work words, but you might also say:

·  Micromanaging

·  Unempathetic

·  Uninspiring

·  Uncommunicative

·  Unsupportive

·  Unresponsive

Whatever you said, we’ve all encountered them. Those mediocre direct managers who lack the essential management skills to lead and inspire their teams. They’re not always bad people. Sometimes they’re great people in their technical roles, but they just really struggle to connect with people on an emotional level. This disconnect can lead to a host of problems, from low morale and decreased productivity to high turnover and a potential talent exodus.

Here’s the warning signs

These are some of the typical comments you’ll hear from your staff that indicate you have mediocre managers:

· “My manager is MIA. They’re never available when I need them.” We call these the Ghost Managers – now you see them, now you don’t!

· “My manager breathes down my neck, constantly checking in and questioning every decision I make.” These are the Micro Managers; they’re never willing to empower their team. Working under these managers is stifling. I’ve never had anyone tell me they love being micromanaged!

· “My manager’s mood swings are unpredictable. One day they’re supportive, the next, they’re critical.” These are the Moody Blues managers; their inconsistency drives people nuts.

· “I have no idea what’s expected of me from one day to the next.” These Garbled Guru managers confuse the heck out of their team; they struggle with communicating simple straightforward messages.

· “My manager just doesn’t understand me; we’re not on the same wavelength at all.” These Heartless Head Honcho managers are insensitive and don’t possess an ounce of empathy.

So what? Nobody’s perfect!

I agree, nobody’s perfect. Nevertheless, poor communication, a lack of empathy, and ineffective feedback can significantly hinder a manager’s ability to lead a team effectively. Micromanagement and neglect, on the other hand, can further erode morale, ,company culture and productivity. These behaviours damage genuine relationships and create a toxic work environment that can lead to decreased job satisfaction, increased turnover, and, ultimately, organisational crash landings!

3 Steps for Building a Coaching Culture in Your Organisation

To address the challenges posed by mediocre managers, organisations, regardless of size, must prioritise leadership development and people management skills.

In our experience, fostering a growth-oriented culture is key to a successful people strategy. Companies we work with actively support their managers’ growth and development to ensure they reach their full potential.

1. Offering accessible leadership development resources, such as practical management tools, online courses, workshops, and books. These can help companies empower managers with the tools they need to succeed. Building core skills through management training is essential for a high-performing team.

2. Implementing a mentoring program that connects experienced leaders with emerging talent, providing valuable guidance and support. A mentoring program improves employee engagement and fosters a positive workplace culture.

3. Engaging suitably qualified executive coaches to deliver tailored one-on-one coaching. This personalised development allows managers to address their specific challenges and aspirations. Studies tell us that over 70% of individuals who receive coaching benefit from improved work performance, relationships, and more effective communication skills.

Here’s what some of our clients say about their experience:

1. “Great People Inside tools & insights help managers to set our people up for success.” Karen Hailwood , ex CPO – https://www.phocassoftware.com/

2. We use GPI assessments for all our portfolio companies. GPI have tools they can customise for practically every HR situation and the outcomes are priceless“ Mark Flood , Director –https://renatus.ie/

3. “David believes in human based leadership and high self-accountability. Without reservation, I wholeheartedly endorse him.” Kim Fitzhenry Consultant at OSC (Optimized Supply Chain) Consulting

Remember, your people are your greatest asset. If you’d like to learn more about how Great People Inside coaching tools and executive coaching programs can support your managers, please contact us.

 

#LeadershipDevelopment #PeopleStrategy #CoachingCulture