• Home
  • Coaching
    • Executive Coaching
    • Team Coaching
    • Communication Coaching
  • Programs
  • Coaches
  • Testimonials
  • Self-help Books
  • Blog
  • Contact / FAQ's
The Coaching Group of Switzerland
  • Home
  • Coaching
    • Executive Coaching
    • Team Coaching
    • Communication Coaching
  • Programs
  • Coaches
  • Testimonials
  • Self-help Books
  • Blog
  • Contact / FAQ's

Coaching Blog
The Coaching Group Of Switzerland

If Your Potential Managers Don't Have These 7 Skills, Don't Promote Them

28/9/2017

0 Comments

 

by Gordon Tredgold 

According to a 2014 Gallup poll, companies, 82 percent of the time, appoint the wrong person to a management or leadership position. That's a staggering number. 
And yet it's not inconsistent with either my own experience or other statistics that we see -- such as one, this time from a 2015 Gallup poll, showing that as many as 70 percent of workers are either disengaged or actively disengaged. 

More evidence? It comes from what seems to be the No. 1 reason why people leave companies: 50 percent of the time, they cite their relationship with their direct manager. 
We can only conclude that those managers shouldn't have been there in the first place, and that poor management appointments are to blame. We might also suspect that those appointments not only damaged the mood and morale of these organizations but affected their bottom line. For example, the weak employee-engagement figures cost American businesses around $450 billion every year. 

The challenge is that these situations are not going to be completely resolved until they address the real root cause: hiring and promoting the wrong people in the first place. Here are seven characteristics that companies should look for in future managers. If those people don't have them, then don't promote them. ..Click 'Read More'
1. Great communications skills
Not only do leaders need to communicate often, they also need to communicate clearly and simply. People are not afraid of hard work; they are afraid of failure, and good clear communication skills ensure that leaders know not only what needs to be done, but how it will be achieved. This builds confidence in both the leader's capabilities and also in the teams. When managers can show teams how they will be successful, they'll have more confidence in their managers' abilities to help them achieve the goal. 

2. Great coaching skills
More often than not, it's the people with the greatest technical skills who get the promotion. But teams cannot rely only on their leader's productivity level to be successful. Leaders have to be able to share their expertise and coach their teams to come up to their level of competence. When they can do that, they're basically multiplying the productivity level of their skills.
One of the challenges -- and you see this in sports all the time -- is that it's rarely the greatest players who make the greatest coaches. There is a big difference in being able to do something, and being able to coach others to do it well. 

3. Great nurturing skills
Leaders need to be able to develop their teams. Not only does this improve team performance, it also increases retention rates, as a lack of opportunity to grow is a top reason staff leave. So, look to see whether your potential managers have been involved in mentoring staff, or what they think makes for good mentoring.  
People are often promoted because of their technical expertise, but that doesn't mean they are going to be great at nurturing people and helping them develop. In fact, one of the smartest people I worked with said he intensely disliked mentoring people because he found the process too slow and didn't have the patience for it. Clearly, management wasn't a good fit for him, and it would have been a disservice to him and the people he would have led, to have promoted him.

4. Great networking ability
Leadership is all about influence, and one of the biggest sources of influence comes from networking. Having a great network confirms that a potential manager has good communication skills, and shows that he or she understands the value of collaboration and cooperation. For those candidates that don't have a good network, you'll likely find it prudent to understand why. Do they not like networking? Do they have no time to do networking? Or do they not see the value in having a good network?

5. Great empathy skills
Having great empathy allows you to put yourself in the position of someone else. This ability helps you build much stronger connections with your team, and fosters trust. One of Stephen Covey's "7 Habits" is, Seek to understand and then be understood. When you can understand the position and views of others, you can better put your thoughts and ideas across in a way that makes it easier for others to understand and buy into. That's one of the secrets to increasing engagement. 

6. Great team player
Loners rarely make good leaders. So, identify those people who are good team players, work well with others and understand the benefits of great teamwork. Not only will they work better with their teams but also build teams that work well together and elevate the overall results.

7. Great humility
All managers and leaders need to have confidence in their own ability; but when that confidence boils over into arrogance, problems can occur. For example, when people talk about some success they were involved in, do they use "I" or "we" when they're explaining how certain results were achieved? Humble people give credit to others; they mention their own contributions, but they're not looking to take all the credit.  
When you interview leadership candidates, ask questions that will give you clues as to whether these individuals exhibit these seven competencies. Don't ask direct questions; instead, get them to talk about the successes they've been involved in and whether they have mentored others or not. 

Listen to the quality of their explanations, to see how well they communicate, and whether they have good emotional intelligence.  Technical skills are important, but it's the soft skills that will determine how well a person will do in a leadership or management role. Get that right, and you'll have a chance of being one among that golden 18 percent of leaders skilled at appointing the right people to leadership roles.
0 Comments

Your comment will be posted after it is approved.


Leave a Reply.

    Blog Home

    ​Self-Help Book / Personal Development
    by Suzie Doscher
    3
    rd Edition

    Picture
    Buy your book at Amazon
    BALANCE - offers you support  in life's difficult moments. 
    This book is about change and finding balance in life. Full of self-coaching exercises to help you learn and grow.

    Available in Paperback and Kindle at Amazon stores worldwide
    Audiobook narrated by Suzie Doscher on Amazon, Audible or iTunes

    RSS Feed

    Categories

    All
    Balance
    Business Coach In Lausanne
    Business Coach Zurich
    Coaching
    Coaching In Lausanne
    Coaching In Zurich
    Coaching Switzerland
    Coaching Switzerlandd
    Communication
    Core Values
    Covid 19
    Covid- 19
    Davide Costella
    Effectiveness
    Emotional Intelligence
    Empowerment
    Executive Coach
    Executive Coaching In Zurich
    Happiness
    Joy
    Leadership
    Life Coaching
    Life Coach Zurich
    Mindfulness
    Motivation
    Networking
    Neuroscience
    New Years Resolutions 2019
    Organizational Culture
    Other
    Pandemic
    Personal Development
    Seb Jauslin
    Start Ups
    Staying Focused
    Susan Begeman Steiner
    Suzie Doscher
    Team Coaching
    Virtual Coaching

    Archives

    January 2023
    December 2022
    November 2022
    October 2022
    September 2022
    August 2022
    July 2022
    June 2022
    May 2022
    April 2022
    March 2022
    February 2022
    January 2022
    December 2021
    November 2021
    October 2021
    September 2021
    August 2021
    July 2021
    June 2021
    May 2021
    April 2021
    March 2021
    February 2021
    January 2021
    December 2020
    November 2020
    October 2020
    September 2020
    August 2020
    July 2020
    June 2020
    May 2020
    April 2020
    March 2020
    February 2020
    January 2020
    December 2019
    November 2019
    October 2019
    September 2019
    August 2019
    July 2019
    June 2019
    May 2019
    April 2019
    March 2019
    February 2019
    January 2019
    December 2018
    November 2018
    October 2018
    September 2018
    August 2018
    July 2018
    June 2018
    May 2018
    April 2018
    March 2018
    February 2018
    January 2018
    December 2017
    November 2017
    October 2017
    September 2017
    August 2017
    July 2017
    June 2017
    May 2017
    April 2017
    March 2017
    February 2017
    January 2017
    December 2016
    November 2016
    October 2016
    September 2016
    August 2016
    July 2016
    June 2016
    May 2016
    April 2016
    March 2016
    February 2016
    January 2016
    December 2015
    November 2015
    October 2015
    September 2015
    August 2015
    July 2015
    June 2015
    May 2015
    April 2015
    March 2015
    February 2015
    December 2014
    November 2014
    October 2014
    September 2014
    August 2014
    July 2014
    June 2014
    May 2014
    April 2014
    March 2014
    February 2014
    January 2014
    November 2013
    October 2013

Contact info:


Suzie Doscher
Executive Coach for Self Development
​ 
​
Email Suzie
​Phone: + 41 43 443 59 54
www.suziedoscher.com
Linktree
Susan Begeman Steiner
Executive Coach
Team Coaching / Team Facilitation

​Email Susan
​Phone: + 41 78 798 83 99
www.sbsteinercoaching.com
Davide Costella
Communication Coaching
​NLP Coach

Email Davide
​Phone: +41 76 358 37 28
www.davidecostella.com
Seb Jauslin
Executive Coach for Daring Leaders and Lawyers 

​Email Seb
Phone: +41 76 202 01 13
​www.sebjauslin.com
Linktree

  • Home
  • Coaching
    • Executive Coaching
    • Team Coaching
    • Communication Coaching
  • Programs
  • Coaches
  • Testimonials
  • Self-help Books
  • Blog
  • Contact / FAQ's