So we already know the skills and behaviors this group needs to succeed. Here are five ways you can help to develop them.
1. Be clear on roles and responsibilities.
Ensure that you state clearly the goals and structure of your organization so that the middle and front-line managers could adhere to it. You should also engage them in coaching, training and mentoring to equip them with what is needed to get the job done.
2. Develop a plan to identify the best people suitable for the job.
Carefully lay out your guidelines for determining the right individuals for these jobs. It is important to remember that performance expectation varies from one organization to the other. You need to determine what values you want your middle and front-line managers So that you can start looking for the right people for the position. It is important that you note that your current high performers might not be the most suitable people for the job. You can however train them in areas you think they are lacking and equip them with the values you think these positions needs.
3. Treat your middle managers differently.
You need to set personal standards and expectations for the middle managers. Your managers should be able to strategize. You should set their KPIs to encompass the values and characteristics you are looking for, values like ability to work across boundaries and ability to work perfectly with your customers. You should also organize training for them to help them learn relevant skills and develop perfectly on the job.
You can incorporate virtual learning since most of your managers would be at different locations. It would help them learn even while they are busy at work.
4. Monitor and follow up their transition.
Some people might find it difficult to develop the skills to succeed in the new role that has been presented to them. They might have been the top gun in their previous job but changing from one role to the other isn’t as easy as it might seem.
You should help them settle down well in this new job by letting them know that the requirement for the new role is quite different from the ones of their previous jobs. Emphasis the new skills and behaviours that are needed to succeed in this new line of work. Skills like emotional literacy, conceptual skills should be taught.
You can help them build these skills by using Experimental learning, this means learning by doing. Experimental learning can be used to teach values like emotional literacy where they get to know and learn how to control those things that can trigger their emotions. Teaching these skills would provide a solid foundation for the middle and the front-line managers.
5. Motivate your middle and front-line managers to take measured risk.
Giving managers the full power and autonomy to take some decisions is what most organizations are afraid of. This kind of autonomy allows the person to take some decisions in the best interest of the customers and the company as a whole. You should empower your middle managers to take some decisions as this would motivate them and widen their scope of reasoning.
THE LAST WORD
Following all this advice will take time, effort and money. But your middle and front-line managers are the beating heart of your organization. So it’s an investment that’s critical to your future success.
Σχόλια