“What we wish, we readily believe, and what we ourselves think, we imagine others think also.” ~ Julius Caesar
This quote nicely sums up why some of today’s good managers and leaders struggle in their roles. They wish to be seen as considerate, effective, trust-worthy, decisive, innovative, or open-minded and so they believe others see them that way as well. They may also think their approach to any given problem is the best of all possible options or they’re stuck in the mindset that “the way things have always been done here” is how things must be done. As a result, they have difficulty dealing with others who see issues and opportunities from a different perspective.
Unfortunately, these good managers and leaders are often blind to the fact they’re sometimes perceived as rude, abrasive, defensive, or disrespectful. They may also close their ears to any feedback regarding their proposals and/or procedures which may contain inaccuracies or faulty thinking. Further, they often make decisions without first consulting their in-house experts or they’re unresponsive to employee concerns Even worse, they’re often oblivious to the fact they’re the cause of turnover (commonly referred to today as the “Great Resignation”) or a lack of engagement on the part of those who work for them.
The truth of the matter is that while many of us would like to believe people will speak up when their leaders or managers are the source of a negative work environment, few do. Employees either remain quiet (eventually become dis-engaged), they complain to others further dragging down morale, or they leave.
So, what can organizations do to help good managers become even better leaders? A good place to start is by helping managers understand their natural leadership behaviors and how their leadership style is perceived by their direct reports, peers, and others they interact with in the organization.
Assessments can identify specific traits about each manager that are crucial to their leadership performance. Each manager should have the opportunity to understand themselves on a personal level and understand how they are perceived by their teams. Individual assessments will help managers better understand their core makeup and their natural tendencies toward leadership. Knowing what the team thinks of their leadership styles can allow managers to appropriately adapt their management styles and understand areas that need improvement.
By assessing managers individually, companies can determine how well each manager fits into their role as a leader. Our PXT Select assessment can reveal in-depth, objective insight into each manager’s thinking style, behavioral traits, occupational interests, and job fit in the organization.
Managers and their teams should also have the opportunity to participate in a 360-degree survey assessment. Our CheckPoint 360o or Emotional Intelligence 360o assessments can be valuable tools when determining the effectiveness of managers and leaders. The results can be used to develop specific leadership skills that can improve a manager’s overall effectiveness as well as help them further identify areas that need to be developed.
Leadership is the cornerstone of business. Without effective leadership, the entire organization will fail. To ensure that managers and leaders are held to the highest standard, they need to be aware of how they can improve their managerial styles. By providing managers with the appropriate tools to learn about their behaviors and work style, they can then adapt their skill sets to encompass a wider range of management capabilities.
This is where we come in – we have the tools, means, and experience to help you. Talk to us, we’d like nothing more than to help you.