People Insight’s Post

I admittedly only got to read the the McKinsey piece (https://lnkd.in/eQrhcX52) because... well, I have other things to do on the weekend :P Anyhow, a few interesting ideas from it that resonated with me and some reflections on relevance to governmental & nonprofit public health: - Don't automatically assume an amazing individual contributor / subject matter expert wants to, or should be, promoted to a people management job. We see this mistake happen time and time again in public health and nonprofits. This can be particularly problematic because so many public health problems are "wicked problems" and require system thinking, while some problems excellently tackled by individual contributors are extremely difficult, but not necessarily "wicked". - My gut feeling is that governmental and nonprofit executives often rise up the ranks as great individual contributors but aren't the best people managers or systems thinkers. As such, executive leaders might not have the skills or training to identify individual contributors that might be better leveraged as people managers. Unfortunately, they're similarly at risk of promoting great individual contributors to middle and executive management roles to the detriment of the organization. - "Middle managers are the center of the action". When middle management leaves -- especially if there's insufficient succession planning, knowledge transfer, and protocolization -- the connection between individual contributors and executive leadership falls apart. In governmental organizations, middle managers are the heart and memory of organization as top brass is often directly impacted by the tides of electoral cycles. - You can incentivize individual contributors without making them people managers (assuming they do not want to manage people) by moving them up steps & increase salary. You can keep middle managers happy by making room for them to mentor, coach, and train; don't make their lives administrative swamps.

Every manager I know wants to do well by their employees. Yet, just 28% of employees would strongly recommend their manager to a friend. What is causing this significant gap between manager intention and results? Our research finds that there are four key elements to effective management: 1. Contact: My manager supports my success through regular one-to-one meetings. 2. Recognition: My manager regularly provides me with recognition that makes me feel valued. 3. Coaching: My manager provides me with guidance that helps me to be more effective in my role. 4. Professional development: My manager supports my personal and professional development goals. Our research also demonstrates an undeniable link between management and engagement. The latest Manager Empowerment Report data reveals that 89% of respondents who would recommend their manager also reported being highly engaged. That means that you, as a manager, have incredible potential to improve your organization's performance using the four elements outlined above. Check out the Achievers blog post to learn more about how you can level-up your management style. https://lnkd.in/gTdRTHqN P.S. I post this #ManagementMonday series on #LinkedIn every week to not only share the research and actionable tools that lead to better leadership but also to expand my own knowledge. As such, look forward to learning from your thoughts, comments, and ideas. #Achievers #Management #Leadership #FutureOfWork

Debunking Seven Leadership Myths Holding Managers Back In today’s dynamic workplace, managers face immense pressure, often hindered by prevalent leadership myths. Understanding and overcoming these misconceptions is crucial for effective management. Here’s a breakdown of the seven common myths: 1. The Myth of Empowerment: Empowerment isn’t about leaving employees to manage themselves. True empowerment comes from providing guidance and support. 2. The Myth of Fairness: Fairness isn’t treating everyone the same. Acknowledge that performance varies, and treat employees based on merit and results. 3. The Myth of the Nice Guy: Being a strong manager doesn’t mean being a jerk. True strength lies in supporting employees to succeed and deliver great service. 4. The Myth of the Difficult Conversation: Avoiding management responsibilities doesn’t prevent confrontations; it makes them inevitable. Strong, consistent management reduces the need for painful conversations. 5. The Myth of Red Tape: Constraints like corporate culture or limited resources shouldn’t hinder strong management. Learn to navigate and work within these boundaries effectively. 6. The Myth of the Natural Leader: Management isn’t an innate skill; it’s learned and developed through practice and dedication. 7. The Myth of Time: Investing time in managing people upfront saves time in the long run by preventing bigger problems. Understanding these myths is the first step towards effective leadership and management. By focusing on guidance, fairness, strong support, and effective time management, managers can lead more successfully and foster a productive work environment. #LeadershipMyths #EffectiveManagement #WorkplaceLeadership #ManagementSkills #TeamDevelopment #LeadershipDevelopment #BusinessManagement #LeadershipTips #ProfessionalGrowth #ManagerialSuccess

Seven highlights (not in any particular order) from a recent leadership workshop I conducted: Trust is a core value of every high-performing organization or team. It can not be appointed, or infused. It must be earned. Two critical growth tools are under-invested: ideation and innovation. It is vital for both tools to invite employees, clients/customers, and vendors to the table to identify viable ventures and/or to enhance the business model, products, and/or services. I believe in quarterly sessions and including different people in each session. Consider a business culture not as an expense but as an investment. When done properly, creates a culture that will not only acquire business objectives but will reduce critical expenses: recruitment, and retention. I tend to think, when done properly, it makes your organization, a destination for talent. Ownership of employee area of responsibility is touted but you can not acquire if your management and/or leadership team defaults to micro-managing. Time is a major asset most often misused, particularly in and with meetings. Do not call a meeting for check-in status. There are a multitude of ways to access status. A meeting is only pertinent if it will inspire the majority, require help from multiple people, the agenda item will birth many questions, for immediate changes, and/or need immediate feedback. Studies have documented that employees are only productive four to six hours out of a normal work day. With that in mind, are you adapting or remaining? Agile companies identify ways to infuse ideation, coaching, mentoring, training (upskilling, reskilling) and/or flex-time benefits. As much has been documented about employee recognition. Too many organizations are missing the point. This 'you are lucky to have a job' attitude will cost you talent. Highlight the people who are producing the behaviors that are needed to acquire or excel. Recruitment can be taxing. #leadership #leadershipmatters #leaders #managment #managers #trust #highperformingteams #ideation #innovation #businessculture #culture #invest #investment #talent #micromanagement #micromanaging #destinationfortalent #time #meetings #efficiency #productivity #employeeengagement #coaching #mentoring #training #upskilling #reskilling #employeerecognition

🌟 Unlocking Excellence: Best Management Practices for Exceptional Leadership 🌟 As managers, our role extends beyond supervising tasks—it's about inspiring, guiding, and fostering an environment where our teams can thrive. Here are some tried-and-true best practices to elevate your management game: 1. Effective Communication 🗣️ Maintain open lines of communication. Regular check-ins and transparent dialogue build trust and clarity. 2. Empathy and Emotional Intelligence ❤️ Understand and address the emotional needs of your team. Empathy strengthens bonds and enhances collaboration. 3. Empowerment and Delegation 🚀 Trust your team with responsibilities. Delegating not only lightens your load but also develops their skills and confidence. 4. Continuous Feedback 🔄 Provide constructive feedback regularly. Celebrate successes and address areas of improvement promptly and positively. 5. Lead by Example 🌟 Your actions set the standard. Demonstrate the values and work ethic you wish to see in your team. 6. Foster a Positive Culture 🌈 Create an inclusive and supportive environment. A positive culture boosts morale and productivity. 7. Goal Setting and Accountability 🎯 Set clear, achievable goals and hold your team accountable. This provides direction and a sense of purpose. 8. Professional Development 📚 Invest in your team’s growth. Encourage continuous learning and provide opportunities for professional development. 9. Adaptability and Flexibility 🔄 Be open to change and ready to adapt. Flexibility helps navigate challenges and seize new opportunities. 10. Recognize and Reward 🏆 Acknowledge hard work and celebrate achievements. Recognition motivates and reinforces positive behavior. Great leadership is about more than just managing—it's about inspiring. Let’s lead with empathy, integrity, and vision, and watch our teams soar! 🚀 #Leadership #Management #TeamSuccess #WorkplaceCulture #ContinuousImprovement #EmpathyInLeadership

🌟 𝟳 𝗧𝗿𝗮𝗶𝘁𝘀 𝗼𝗳 𝗘𝘅𝗰𝗲𝗽𝘁𝗶𝗼𝗻𝗮𝗹 𝗠𝗮𝗻𝗮𝗴𝗲𝗿𝘀 🌟 What makes a manager truly exceptional? It's not just about overseeing projects and managing resources; it's about fostering an environment where employees thrive. Here's what the best managers do differently: 1. 𝗦𝗲𝘁 𝗖𝗹𝗲𝗮𝗿 𝗠𝘂𝘁𝘂𝗮𝗹 𝗘𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻𝘀 🎯    They communicate clearly what they expect from you and what you can expect from them, ensuring everyone is aligned and accountable. 2. 𝗙𝗶𝗴𝗵𝘁 𝗳𝗼𝗿 𝗬𝗼𝘂 🛡️    Exceptional managers advocate for their team, especially when they're not around. They ensure your contributions are recognized and your needs addressed. 3. 𝗥𝗲𝗺𝗼𝘃𝗲 𝗢𝗯𝘀𝘁𝗮𝗰𝗹𝗲𝘀 & 𝗘𝗺𝗽𝗼𝘄𝗲𝗿 🚧➡️🌟    They provide the tools and support needed to excel, removing barriers that hinder your success. 4. 𝗔𝗿𝗲 𝗥𝗲𝗮𝗹𝗶𝘀𝘁𝗶𝗰 𝗔𝗯𝗼𝘂𝘁 𝗪𝗼𝗿𝗸𝗹𝗼𝗮𝗱 ⚖️    They balance the demands placed on you, ensuring you're challenged but not overwhelmed. 5. 𝗖𝗮𝗿𝗲 𝗔𝗯𝗼𝘂𝘁 𝗬𝗼𝘂 𝗮𝘀 𝗮 𝗛𝘂𝗺𝗮𝗻 𝗕𝗲𝗶𝗻𝗴 💙    They focus on the human aspect of HR, valuing your well-being and personal growth. 6. 𝗠𝗼𝘁𝗶𝘃𝗮𝘁𝗲 & 𝗘𝗻𝗲𝗿𝗴𝗶𝘇𝗲 ⚡    Their leadership is a source of motivation and inspiration, pushing you to reach your potential. 7. 𝗔𝗿𝗲 𝗔𝘃𝗮𝗶𝗹𝗮𝗯𝗹𝗲 𝗪𝗵𝗲𝗻 𝗥𝗲𝗮𝗹𝗹𝘆 𝗡𝗲𝗲𝗱𝗲𝗱 📲    They make themselves accessible, providing guidance when crucial and stepping back when necessary. 📈 Great management goes beyond skills; it’s about cultivating trust and empowering your team. Do you have a manager who embodies these traits? Tag them below to show some appreciation! 🌟 🔗 #Leadership #ManagementSkills #WorkplaceCulture #CareerDevelopment #EmployeeEngagement

By focusing on mindset over skill set, middle managers can advance their own professional development and truly become B-suite leaders with C-suite impact. Superb article in Fast Company by Rebecca Houghton. #work #management #worklife #mindset

In a workplace experiencing rapid change, middle managers play a pivotal role in helping people and the business succeed. Technology is being increasingly integrated into our daily operations, which frees up more time for managers to truly engage with employees and coaching. As people continue in their effort to catch up to new technology stacks, it’s important to ensure that no one falls behind. I’m sure most leaders are aware of the glaring talent gap that has emerged with tech advances, and I believe managers can help businesses remedy this issue. But only if we’re successful in redefining and bringing clarity to manager role expectations. #management #resilience #leadership

As leaders, we understand that a high-performing team is the backbone of any successful organization. Performance management is not just a process; it's a culture that drives growth, productivity, and innovation. 🎯 Setting Clear Objectives: Start by defining clear and measurable goals for your team. When everyone knows what they are working towards, it becomes easier to align efforts and track progress. 📈 Regular Feedback and Coaching: Feedback is a gift! Provide your team with constructive feedback regularly to acknowledge their strengths and identify areas for improvement. Coaching and mentorship can empower employees to excel. 🔄 Continuous Improvement: Embrace a growth mindset! Encourage continuous learning and development. Offer training opportunities and empower employees to take charge of their professional growth. 💬 Open Communication: Foster a culture of open communication. Encourage employees to voice their ideas, concerns, and feedback. Listening to their perspective can lead to valuable insights. 🤝 Recognition and Appreciation: Celebrate successes, big and small! Acknowledge your team's efforts and achievements to boost morale and motivation. Performance management is not about micromanaging, but about empowering your team to shine and reach their full potential. By investing in performance management, we can create a thriving work environment that fuels success and achieves extraordinary results! If you're interested in learning more about how we can assist you, we invite you to schedule a call with Courtney by visiting our Calendly link at https://lnkd.in/eyZPpTAz. #PerformanceManagement #GrowthMindset #LeadershipDevelopment #EmployeeEngagement #WorkplaceSuccess #Leadership #workplace #leadbyexample #workplaceproductivity

With over 57% of employees citing their manager as the reason for leaving, it's no wonder that management enablement needs to be a top priority. Here is a deeper dive on poorly trained managers their impact and tips for moving forward. The Signs of Weak Management: - Lack of clear direction: Without clear goals, employees feel lost. - Inadequate support: Managers who fail to provide necessary resources or feedback leave employees struggling.. - Poor communication: Misunderstandings or the absence of open dialogue can foster a toxic workplace. The Retention Power of Good Management Conversely, strong leaders who engage in active listening, transparent communication, and genuine recognition tend to retain their best employees. When workers feel their managers are invested in their personal and professional growth, loyalty and productivity increase. Strategies for Improvement - Invest in training: Equip managers with the necessary skills to lead effectively. - Open communication: Encourage regular feedback loops between employees and management. - Recognize and reward: Implement systems to regularly acknowledge team and individual achievements. Any other tips for helping managers with retention of their staff? #firsttimemanager #managertraining #managerenablement === 👋 I'm on a mission to help first time managers become great leaders. 🏋️♂️ Free coaching: https://buff.ly/4aXQPYP 📚 Free Mini-Course: https://buff.ly/448ycis 📰 Lost to Leading Newsletter: https://buff.ly/3Up4GC8