Developing Managers for Team-Driven Success - Learn It, Do It, Achieve It

Learn It, Do It, Achieve It

Here’s how conference room lessons can turn into game-changing actions:

Old way: Inefficient delegating plagues organizations. It’s basic human nature: Managers think they delegate, but, typically, they simply dump tasks and responsibilities onto subordinates.

New way: Managers delegate the top three items on their desk and follow up periodically to monitor progress. They also provide support and resources to ensure success. Multiple goals are accomplished: Front-line managers gain knowledge, confidence and respect. Supervisors gain time for strategic planning, process improvements and new initiatives. Coaching and succession are addressed.

Old way: Decisions flow from discussions that have no forceful pushback or where negativity is based on presumed outcomes and reflexive pessimism.

New way: Rotate an “official dissent” role among line managers to develop contrarian ideas. Sanctioned opposition can be a powerful tool for collaborative decision making, analytic skill building and improved outcomes.

Old way: Ineffective initiatives are buried quietly, perhaps with overt or covert blame. Any failure is a career ding.

New way: The word “failure” is rarely or never heard. Setbacks are seen as learning opportunities that foster problem solving.

It’s easier to summarize strategies and tactics than to transform a workplace with robust, durable changes that support front-line managers, elevate their impact and inspire their loyalty. With a top-down tone and visible commitment, those transformations can be measured in reduced costs, increased productivity, higher employee satisfaction scores and improved retention. Sincerity, flexibility and patience are vital tools for reshaping an environment into one that helps entry-level managers thrive.

William Moskal, with IRI Consultants in Detroit, is an authority in team building, leadership development and coaching.