A colleague and I were at the same management level and working together on a project with our respective teams. The project was delayed as a key resource was under delivering. We met our managers to discuss a solution. When asked about why this once high performing and engaging resource was no longer performing or engaging, I mentioned it was highly likely because of commuting issues. My colleague, the employees manager asked, “Why? Where does he live?”
And there we had the answer.
What makes the Difference?
Managers are the cogs in the wheel which keep your business turning. How they inform and lead their line reports impacts your organisations bottom line. You want and need managers who are proactive in leading and shaping your teams to deliver.
But to deliver you need your teams firing on all cylinders. And to do this team need to be empowered. And this happens where there is trust between management and their reports. Powerful change can then happen.
But how do organisations get to this point?
Many managers are in positions because they’re good at their jobs, not because they are good managers.
Knowing employees will make you a better manager. Making the direct report your why you, the manager exists—and making them your customer. This is not about being a best friend or a therapist, but about being more responsive to employee needs, moods, and life cycle events.
Managers who are leaders impact change by enabling wellbeing in teams.
Wellbeing for Managers the Right Training Makes the Difference
You see in my experience working with teams across the world, the biggest influencer—is how the managers engage with their employees. And whether the employee feels listened too and valued which in turn builds a level of trust.
And that’s what we do. We enable managers to build that trust, to see and value their reports engaging with them as if they too were their customers.
We all want to be a cog in that wheel. Turning in the direction towards the goal because that is the meaning of team, working together to achieve something. And feeling you are a legitimate part of that.
None of us want to be left out. So lets teach managers to connect naturally and with empathy.
Knowledge is Power
And right now it is critical to provide a workplace which can pressure individuals just enough for them to expand rather than sink. You see people don’t leave their jobs or employers. They leave because of their manager.
The proof of this; according to the Labour Force survey the top work factors causing work related stress, depression or anxiety were as follows;
- workload pressures
- including tight deadlines
- too much responsibility
- and a lack of managerial support
Good leadership can change that. Knowledge is power but it is nothing without understanding, the kind that enables natural leadership.
And what we teach— gives managers the tools from the inside out.
That is they change and make the wellbeing of their reports an unconscious part of their every day thinking. Because we are not just teaching them techniques they will forget once they have walked out the door. Our training is on a subconscious level allowing the change to transform their habits and actions on a continuum.
Deep Understanding Leads to Lasting Change
The framework will enable your leaders to;
- Empower staff by listening and communicating frequently
- Set clear direction and walk the talk
- Give responsibility to their staff members stretching their potential but not over pressurizing
- Hold people accountable and maintain a team spirit
- Value people
- Ask for help
- Confidence in communicating and clarifying directives with executives
On top that the cumulative change you will see from managers by truly understanding their part in the matrix, will see them place their team at the centre. In turn treating them as their customer. The result, more productive,empowered staff.
Knowing what the problem is doesn’t always offer the solution. Dissolution of stress, anxiety and depression within the workplace is.
To find out more contact us here.