Marie Unger, Chief Executive Officer, Emergenetics International.
Late last year, Gartner published a report stating that the number one focus for HR professionals in 2025 would be leadership and management development. Realizing managers are underwater and ill-prepared to handle their responsibilities is a much-needed and refreshing perspective.
In the wake of the global pandemic and increasing layoffs across middle management, today’s supervisors are being squeezed from all sides. With responsibility for strategic direction, team leadership and delivering results, all while hiring, training, coaching and retaining employees, it’s no wonder mid-level leaders are struggling.
All Managers Need Training
Leadership preparedness ideally begins before a person is responsible for guiding others. While optimal, I recognize that it’s hard for many organizations to achieve. The next best option is to offer training and resources on an ongoing basis upon an individual’s promotion to manager. The worst-case scenario is when new leaders are given no support and left to their own devices.
Employers need to take their responsibility for developing their internal leaders seriously. However, as Gartner’s report indicates, just 36% of HR professionals think their organization’s development initiatives effectively prepare managers and executives for the future.
To improve confidence in learning programming and elevate workforce readiness, HR and L&D teams can start making incremental improvements in developing core competencies with a near-term and measurable impact.
Start With Self-Awareness
With technological advancements and AI stealing the headlines these days, it’s easy to think that technical capabilities should be the top areas of development for all employees. In reality, the people responsible for directing others in the organization should prioritize building and honing their soft skills. Seven core competencies can serve as the basis for successful leadership. Priority soft skills include:
• Self-Awareness
• Influence
• Communication
• Change Management
• Creativity
• Problem-Solving
• Emotional Intelligence (EQ)
It’s essential to begin by helping leaders improve their self-awareness so they can understand their inherent tendencies and how those preferences may influence their management style. Our inclinations will stem from our genetics and lived experiences, and it’s valuable to recognize how these traits show up on the job.
For example, if a new supervisor is a natural skeptic, they can reflect on how their focus on evidence may build or break trust with others. Heightened self-awareness is a springboard for managers as they embark on their leadership journey.
Knowing your predispositions will help you use them to your advantage. When you recognize that you view work and the world differently from others, you can open your mind and master the art of leadership.
Self-Awareness As A Superpower
As Aristotle is often credited with saying, “Knowing yourself is the beginning of all wisdom,” which absolutely rings true when it comes to managing others. You can use your self-understanding as a map to navigate any number of workplace situations. I encourage leaders to start by identifying their brilliance and blind spots.
Your brilliances are the areas where you shine. Some people are wizards when it comes to planning and organization, while others intuitively make connections between seemingly disparate ideas. Many will benefit from their innate ability to relate well with others. And I’ve known plenty of managers who excel because they are experts in their field. No matter what brings out the best in you, it’s a strong foundation to build on.
A person’s blind spots are the areas where biases related to self and others may start to emerge. If a leader finds themselves critiquing a person or situation, it could stem from variations in work style or approach. When differences create a sense of discomfort, it’s an opportunity to take a step back and reflect on the source of distress.
The goal is to get to a place of neutrality so they may attend to the matter at hand while withholding judgment. Leading others is not always easy, and using a strong sense of self to inform your efforts can make the experience quite rewarding.
Worth The Work
Effective managers profoundly influence the employee experience and an organization’s potential for success. According to Gartner, when staff report to a person who is equipped to lead, they are more likely to be engaged at work, perform at higher levels and stay at their current jobs. They also are reported to have better physical and mental health.
When supervisors are set up for success, it’s a win-win-win for all. Employees feel valued for their contributions and achievements. Managers have an opportunity to embrace their responsibilities and thrive. The organization gains heightened levels of productivity and commitment. Investing in your leaders today makes good business sense, as it most certainly leads to brighter tomorrows.
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