Your next management appointment is fundamental.

Why ?

• Any managerial appointment is a financial investment towards the future.
• Great Leadership and management leads to outstanding team performance that creates value for customers leading to great company results.

Leadership is about serving others;  it is about setting the right conditions for the people around you to thrive in your presence and in your absence.

Great leadership requires good managers to support it.

Yet a Gallup study that finds that companies fail to choose the candidate with the right talent to being a manager 82% of the time.

Why ?

Quite often, when we ask people how they got their management position, they will tell you it is because they were strongly performing in their former role.

Most companies promote workers into managerial positions because they seemingly deserve it, rather than have the talent for it.

Maybe now is the time to disrupt this way of hiring/promoting and looking at your management appointments in a similar way to a financial investment.

When about to invest, you’re going to come across this warning “Past performance is not an indicator of future results”, it doesn’t mean that you shouldn’t invest in that particular asset, it just means that you should based on your current needs, goals & context.

Management recruitment should be less focused on past achievements and more focused on looking at the skillset that great managers require.

Being a high-performer or having great knowledge doesn’t automatically make you a great manager.

Management recruitment should be focused on understanding whether a candidate has qualities that will positively affect the firm and its culture.

Why ?

As individual workers this is usually what comes to our mind when we think about our work

• Do I feel valued by my organization?
• Do I feel valued and acknowledged by my manager?
• Do I feel a sense of belonging with my organization and my part of a high-performing, trusting, open, caring team, with teammates that I like to work with?
• Do I have potential for meaningful advancement in my career?
• Can I have flexibility and autonomy in my workspace?

Too often, employers focus on compensation which does matter, but it’s not enough. The quality of the management will play a very important role in answering those questions.

In a context, where many are now quitting the workforce though what we call the great resignation, it is time to rethink who and how we promote within our organisations.

You’ve heard this a lot : people do not leave an organisation, often they leave their boss.