5 Key Reasons Good Managers Are So Rare


As we live in a time where leadership training courses and management blogs are abundant, one would assume that we are in a leadership renaissance. However, personal growth as a leader is a constant battle that requires guidance and coaching. Unfortunately, there seems to be a shortage of competent managers, and this is due to various reasons. 

Firstly, many individuals are promoted based on their past successes, rather than their suitability for future roles. This is known as "The Peter Principle", where people are promoted to levels beyond their competence. A Gallup poll showed that 82% of companies fail to select a candidate with the right talent. Instead, they often promote based on the individual's ability as a line worker or as a reward for achieving a goal. To fix this, companies should focus on individuals' core competencies for the position of manager. They should consider whether they have the right leadership skills and the appropriate temperament, and represent the company's values. 

Secondly, there is a lack of training for managers. Although some individuals may have the right attitude, their enthusiasm can quickly wear off when faced with day-to-day management stresses. Without proper training, managers may rely on the skills that made them successful in their previous roles, which may not translate to effective management. Companies need to invest in initial training that includes both classic management skills, such as organization and KPIs, as well as modern skills, such as people skills, reflective skills, communication skills, emotional skills, and leadership skills. Development should be viewed as an ongoing process, and individuals should continue to learn as they gain experience. 

In conclusion, companies need to be more thoughtful in promoting individuals to management positions and invest in training to ensure they have the necessary skills to be effective leaders. Doing so, will limit the damage of a "sink or swim" approach and ensure the success of tomorrow's leaders.

In competitive work environments, it's common for bosses to be more concerned with taking credit, impressing their superiors, and avoiding blame, rather than doing what's best for the company. Therefore, individuals who are promoted within these cultures can get caught up in these negative actions such as power struggles, finger-pointing, monopolizing credit, and shirking responsibility. This leadership style can lead to corruptible leaders who let power go to their heads and become authoritarian, restricting the input, growth, and credit of their teams. If leaders aren't setting a good example by reflecting and evolving, outdated management styles become commonplace, such as punitive, mushroom, micro, and self-focused management. However, today's leaders need critical thinking skills to evaluate these ineffective styles and find better alternatives.

As a leader, it's crucial to invest in your team if you want to see growth and success. Reflect on your own experiences as a newcomer and apply the aspects that were helpful while addressing any hindrances or obstacles. This process takes time but it's worth it for the future. The pandemic has demonstrated the importance of good leadership and the consequences of lacking it. It's easy to recognize the issue, but the question is, what actions will we take to address it? Simon Sinek highlights that the scarcity of good leaders isn't due to a lack of potential, but rather a failure to invest in leadership development.

Post a Comment

Previous Post Next Post