Updated: Jul 2
In our increasingly Volatile Uncertain Complex and Ambiguous (VUCA) world and workplace, line manager capability stands out as a critical success factor for any organization seeking to achieve sustainable competitive advantage.
Organizations in these times require an intrapreneurial workforce that is AGILE and resilient, and our research and experience suggest a number of capacity gaps that exist that can be addressed by learning interventions in the following areas:
Performance Management: As more people work from home (WFH) and as organizations adopt a variety of hybrid work designs, managers need to be equipped with the skills for setting clear performance expectations; tracking and measuring performance, appraising performance, and improving performance.
Creativity & Innovation: To cope with the rapid pace of innovation in the competitive space, organizations need to create and sustain the DNA of innovation and this effort needs to be led by managers who themselves can demonstrate and foster the skills for creativity and innovation.
Leading Change: Organizations that desire to be on the right-side of change, must build the capabilities of their managers to develop and implement change management plans that carry people along, minimize resistance and increase acceptance and buy-in into organizational change.
Business Acumen: Your managers cannot be intrapreneurial if they do not understand how organizations develop and implement competitive strategies, create, and use a business model or manage and analyze financial information for decision making.
The Line Manager’s Toolkit: Management is both an art and a science, and the science of management is built around seven core managerial skills of planning, organizing, staffing, delegating, supervising, monitoring, and reporting. Each of these skills is enabled by several tools that are an essential part of the Line Manager’s Toolkit.
Training Design and Delivery: As organizations recognize the importance of employee learning and development, managers need to become active participants in the design and delivery of learning interventions. This not only ensures that training investments are cost effective and scalable but enhance the level of learning transfer and application because of the nuanced context that internal faculty bring to employee training.
Coaching and Mentoring: Managers need to pay attention to supporting their employees to achieve higher levels of performance by replicating themselves in others (mentoring) and supporting their self-actualization (coaching).
Decision Making: Agile managers need to be able to take effective decisions, do so quickly and galvanize their team members and colleagues in a collaborative manner to use an effective decision-making process to improve the quality of their decisions. They also need to be able to communicate their decisions, evaluate the impact of the decisions, manage the consequences of these decisions, and learn the important lessons for the future.
You can take advantage of our Agile Manager Workshop Series and select any or all of these courses to be deployed to improve the capability of your managers. Please download the brochure below to explore these courses in more detail and reach out to our team of expert learning and development consultants to support you.