New managers and team leads often revert to carrot and stick thinking when looking for ways to improve performance. Turns out that this old school approach of offering a combination of rewards and punishments to improve performance isn't all that effective.
New managers often struggle to keep pace with the demands of their role. With just 6 months into her new role as a Communications Manager, Megan is becoming increasingly frustrated in her attempt to meet the demands of her new position. Like many new managers, Megan is trying to juggle the people and administrative demands and finds herself "stuck" doing some of the work she used to do in her previous role.
Six months into his VP position, Tim had a big problem. His new manager, Dave, was shutting down: He wasn't returning calls or emails and wasn't making any effort to recruit for a new position on his team. Direct reports had lost confidence in Dave's abilities to lead the team effectively and were becoming increasingly concerned about his emotional well-being.
Supporting leadership development requires a considerable investment in terms of both time and money. Before you send a new hire off to a course or workshop, be prepared to leverage your training dollars by providing the right support for each stage of learning. Follow these tips:
You know what your team needs: confidence, clarity and focus. These three important elements of your organizational development help employees to understand the organization’s goals and develop the skills to accomplish them.