Supporting and enhancing the middle manager

Blog by Ann McCracken,

A recent CIPD report – ‘Real-life leaders: closing the knowing-doing gap’ has conducted research indicating that 36% of line managers have not received any training for their role.

My experience, working with public and private sector organisations is that most managers are squeezed from above and below. This is not a healthy place to be! Using our Corporate Diagnostic Risk Assessment tool, we have shown, unequivocally, that many managers have a higher risk of stress related illness which in turn has a considerable impact on their staff.

If a manager is unable or doesn’t have the necessary skill set, to interpret and achieve an effective outcome, the result is a reduction in performance of the whole team, reduced morale and customer dissatisfaction or reduced output of products.

I believe good profiling is required before managers are appointed, and then providing on-going progressive development and support is essential. Profiling should include and Emotional Intelligence assessment based on Decisiveness, Motivation/Drive, Influence, Adaptability, Empathy, Conscientiousness and Stress Resilience values using an extensive comparison matrix of business people.

This is definitely a case of ‘invest to accumulate’ skills, knowledge and self awareness which have the effect of producing and effective manager, able to motivate as well as manage challenging staff and situations.

The role of the manager is just one of the topics at the forthcoming Symposium Events Workplace Wellbeing and Stress Summit in November http://www.symposium.co.uk/workplace-wellbeing-stress-summit/. See you there!

About Ann McCracken

Ann McCracken is a Director of AMC2 and the vice president of the International Management Association (ISMA UK) – the professional body for stress management Practitioners.

She specialises in developing a positive and resilient working culture in organisations by introducing effective strategies in performance and wellbeing at all levels. The effectiveness of such a positive working culture is measured and assessed using AMC2 Corporate Diagnostic innovative surveys which include measurement of psychosocial factors, stress and wellbeing. Having initially trained as a scientist, she carried out research with DEFRA and consultancy in the NHS.

She spent 10 years in Education before retraining as a stress management practitioner in 1996. She is the author of Stress Gremlins©, regularly writes/broadcasts and is an external lecturer at Westminster University. She is also a Key Note/Motivational speaker/Conference Chair.

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