Create managers who’ll lead with love

It’s time to decide.

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Do your new managers find it hard to make the leap from expert to manager?

Do they struggle to spend time with their people regularly because they’re too busy?

Are your absence, grievance or attrition rates higher than you’d like?

If you answered ‘YES’ to any of these, you’re likely to have accidental managers in your organisation.

How can I fix it?

Accidental managers?

Accidental managers are people promoted to management because of their technical expertise and track record – instead of their suitability for management.

And while the world spends £290 billion a year on leadership training:

•75% of employees report that their boss is the worst part of their job.

•58% of employees trust a stranger more than their manager.

•50% of employees leave their job because of their manager.

Existing leadership training clearly isn’t working.

50% of people who rate their manager as “ineffective” say they are highly likely to leave their job within 12-months.

One fundamental false assumption

Ask any accidental manager why they made the move to management and it’s rarely because of the positive effect they wanted to have on people or their organisation.

Instead, they’ll tell you it was the only way they could progress in their career – achieve promotion or get paid more.

And therein lies the problem.

Existing management programmes make one fundamental false assumption – that those attending will make the best managers.

Create managers who have the time to lead with love

The first step for any potential manager should be to decide whether management is really for them, before investing in training that teach skills accidental managers will never use.

Promote the right managers and all the things you want them to do – spend time with their people, act with emotional intelligence, invest in their people’s future and look after their wellbeing – will come naturally.

Because when your managers take care of their people, your results take care of themselves.

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Give them Time to Decide

A one-day voyage of discovery will bring your potential managers together to explore three fundamental questions:

Why do we need managers, really?
What exactly do we need managers to do?
How do we measure a manager’s success?

They’ll see that becoming a manager is about focusing on people, removing barriers that stand in the way of delivering results, accepting their shortcomings as their own and investing in their future.

And, as they leave, it’s time to decide – “Now you know what becoming a manager really means, do you want to be one?”

It’s a simple YES or NO.

Put ‘Time to Decide’ at the start of your management selection pathway and you could save 12% of what you spend promoting managers who simply don’t want to be one*.

* Based on results seen by our clients.

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