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Want Highly Effective Managers? Spot Signs of Management Derailment

12-10-2018 11:22 AM CET | Business, Economy, Finances, Banking & Insurance

Press release from: TRG International

Want Highly Effective Managers? Spot Signs of Management

Times of change present many challenges throughout organisations — especially for front-line managers, who need to implement change through their people and do more with less. Ironically, when you need your highly effective managers to perform at their very best, that’s when they are the most vulnerable to buckling under the pressure. This article will provide you with early warning signs of management derailment.

Poor management and lack of leadership can hinder your organisation's ability to reach its goals. A recent Gallup survey of more than one million employees found that the most prevalent cause for people leaving their company is their immediate supervisor and that poorly managed work groups are an average 50 percent less productive and 44 percent less profitable than well-managed groups.

Maintain a cadre of highly effective managers. Spot the advance warning signs that could prevent your managers from failing:

- Poor interpersonal and communication skills
- Ineffective team leaders
- Resistance to change
- Disappointing results
- Inability to see beyond their functional silo

5 signs of management derailment

The higher managers rise in an organisation, the more likely they are to develop blind spots to the danger signs that signal they are at a high risk of failing. Here is a quick summary of the Five Management Derailers and Remedies for Prevention:

1. Poor interpersonal and communication skills
Understand the true root cause of conflict
Understand the manager's natural style and motives
Help the manager understand his natural communication style

2. Inadequate leadership skills
Clarify the team's purpose and goals with the manager
Help the manager understand his people
Help the manager understand his leadership style and motivation
Provide feedback from multiple constituents to the manager

3. Resistance to change
Understand the manager's appetite for change
Help the manager understand his natural aversion to change
Ensure that the manager is focused on the organisation’s new priorities

4. Inability to deliver expected results
Clarify the expected results and goals
Understand the manager's degree of goal orientation
Inspect what you expect

5. Inability to see beyond their functional silo
Clarify how the manager's role supports others in the organisation
Include the manager in at least one cross-functional team
Establish at least one cross-functional goal for the manager
Monitor the manager's developmental progress
The best way for you to evaluate the performance of managers in your organisation is to collect feedback from the people around them — their boss, their peers, and the people whose work they supervise. This method of collecting input from several sources in an employee's environment is very powerful exercise because it provides a truly honest assessment of how the manager and their performance are viewed by a variety of constituents.

Traditionally, supervisors meet with employees one-to-one to discuss performance. The peer feedback method gives colleagues the opportunity to respond to questions about the manager with complete confidentiality and honesty so that the employee's true performance can be assessed. Based on this feedback, employees and managers can compare the opinions of others with their own perceptions, positively identify their strengths, and pinpoint the areas of their job performance that could be improved.

The type of information an employee or manager receives from the peer feedback method will help them see themselves as others see them and allows them to seriously examine their behavior and its impact on others. They may receive information of which they may not have been previously aware.

Another great way to develop highly effective managers in your organisation is to challenge your organisation dynamics. Organisations often must undergo significant changes in their overall strategies, practices, and operational tactics. As companies evolve through various life cycles, its leaders and employees must be able to successfully align with organisational changes so that they can evolve as well. That's why the topic of organisational management and analysis has become an important part of today's workforce.

Want to know how to develop highly effective managers? Download our Whitepaper to read more at https://blog.trginternational.com/why-your-leadership-development-program-fails

ABOUT TRG INTERNATIONAL
TRG International is an IT, Talent and F&B company. We help people and businesses to shine. We help people be the best they can possibly be by selecting the right people for the right job and developing them to their full potential. We help companies by providing an IT solution that works quietly and brilliantly in the background, freeing them up to focus on their core and not having to worry about their IT systems. We do this for more than 1,000 clients in 80 countries. Learn more at: www.trginternational.com

Contact
Contact-Details: Ngoc Doan
ngoc.doan@trginternaltional.com
PR Communication Officer
145-147 Nguyen Co Thach, An Loi Dong Ward, District 2, HCMC 70000

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