A manager has a profound impact on an individual’s ability to succeed or fail. Research has proven that people leave their manager, not the organization. Every week dozens of excellent books on some aspect of management, leadership or coaching are published, yet those who could benefit most — managers — say they don’t have the time to read, let alone put into effect, the stellar concepts and strategies proposed in these books.
Workplaces today are quite different than workplaces of the past — even five years ago. They are collaborative, diverse and complex. Many organizations have not adapted — specifically, they have not invested in the development of their managers to help them thrive, not just cope, in this new reality. Managers feel ill-equipped to deal with the complexity and change that characterize workplace cultures, particularly in medium and largesized organizations. They struggle to deliver on their own accountabilities, let alone develop their teams, which should be one of their top responsibilities. The truth is, many managers feel overwhelmed, with staff development often falling to the bottom of the “to do” pile.