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!
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