How to improve leadership?
The survey results show that the quality of leadership is highly valued both for the line manager and the top management of the organization. This is clearly a good news that any organization would like.
However, the survey on top management and junior executive communications raises some concerns. Leadership Deficit - Many managers say that their organization does not do enough for the development of junior executives.
Top managers need to communicate more
Without these investments in the development of the skills and experience of younger leaders, it is hard to imagine how such organizations will continue to be successful.
Another concern is that the respondents find that top managers have to spend more time communicating in their organization. It is not just a question of time but also a question of clarity about the messages that the top management of the workforce wants to convey.
The survey results indicate that many executives are showing signs of stress and pressure. Almost half of the surveyed managers say that their organization does not sufficiently support virtual teamwork.
If virtual work is critical to business - and this is certainly a growing trend for many today - then it's strange that support lags behind what managers say they need to help them be more effective in those roles ,
Manager under pressure
That may also explain why so many organizations say they are still fighting virtual teams! A range of options - from training to individual coaching - can help. A direct question seldom asked in organizations is: "What help do virtual team leaders want?
Our research has identified a number of issues for managers that we think should be seriously considered.
The resilience of managers
One aspect is to look more closely at ways to develop employee resilience, especially the ways to make sure that the manager's work is simpler, easier, and less complicated.
Improving education and development opportunities would help improve individual skills and management skills. Creating stronger support networks for leaders - with their boss, other leaders and trainers - could all help so they do not feel isolated.
Coaching on demand
Many managers act as coaches for colleagues. But we also notice that the majority would like to coach themselves.
Any organization could offer on-demand coaching available to executives who thought they could benefit from it. Coaching for performance training is a great way to improve management skills.
Growth and development through dialogue
Another option introduced in an organization is a "dialogue" where employees regularly present projects, research and new ideas to a group of executives. It is not a progress report, but an opportunity to jump-start ideas, informally discuss current work and strengthen its reputation and credibility.
Our recommendation: Looking into the future. Invest in the growth and development of the next generation of executives.
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