The strengths of managers are the driving force behind team change. The primary asset of any organization is the people who make up the teams. The current moment is filled with changes, presenting an opportunity to question organizational models and patterns towards a more approachable and flexible people management approach that stimulates creativity and team autonomy. The role of managers and middle management is crucial for this.
Managers as Agents of Organizational Change
Middle managers and managers are the ones who enable teams to stay motivated and achieve the desired results. Every work team possesses a set of strengths and qualities that make the necessary organizational change possible to reach these outcomes. Therefore, it is essential to nurture and empower managers and team leaders so they can become truly empathetic and motivating leaders for their teams and collaborators.
“Effective executives build on strengths—their own strengths, the strengths of their superiors, colleagues, and subordinates, or the strengths inherent in a situation. They do not build on weaknesses. They do not start with things they cannot do,” said Peter Drucker.
How to Identify and Enhance Strengths in Your Managers and Middle Managers
Many managers have reached their positions through seniority or high technical qualifications, and all that knowledge can become significant strengths for further developing their leadership. Collaborating with your managers to help them grow personally and professionally by leveraging their strengths is part of excellent talent management.
A manager’s strengths are identified through various soft skills, such as effective communication, adaptability, resilience, and emotional intelligence. To support and develop a leadership style aligned with your organization, starting by accurately determining and identifying these strengths is an excellent starting point.
Different methods can be chosen to identify and detect these strengths, including performance appraisal interviews or a 360-degree feedback evaluation. In such evaluations, the desired competencies and leadership style for the organization are detailed in advance, and subsequently, superiors, peers, and collaborators assess managers based on observable behaviors.
Enhance Your Managers’ Strengths to Drive Organizational Change
Once these strengths and gaps have been identified, it’s time to promote actions that help develop the leadership skills of managers and middle managers.
One fundamental aspect of good leadership is the manager’s ability to identify and enhance the strengths of each team member. If due attention is not first given to the strengths of managers, it will be challenging for them to transfer these strengths to their teams.
The benefits of leadership development coaching for both individuals and the organization are well-known, significantly improving commitment and motivation levels. Executive coaching, in particular, is a great ally in helping develop the most valued soft skills in a leader.
Gathering information and observing the evolution of your managers will give you a clear idea of the extent to which the implemented actions have had the desired effect.
Implementing a coaching program will transform your managers into empathetic leaders who will help generate and drive change within your organization.
By leading the change for your managers and middle managers, they will feel the satisfaction and commitment to lead the change within their teams, maximizing team potential and contributing to a motivated and valued workforce. You will also be able to measure the impact of these initiatives on your organization.
If you are considering implementing a coaching program to develop your managers, contact us for a free demo.
