Why New Managers Fail

In most organisations, intelligence and competence are considered the key drivers of success. We promote our high performers into management roles based on their technical competence rather than their suitability for managing people.

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In a management position, employees are no longer simply judged on technical proficiency, they are also evaluated on their interpersonal skills such as providing constructive feedback; holding difficult conversations; and influencing the behaviour of others.

Research suggests that instead of holding members of their team accountable, 75% of managers take on extra work every week to compensate for under-performing staff. Those who do raise concerns don’t always see the results they’re expecting as 80% see bad habits return within three months.

If a manager lacks the fundamental 'soft' skills for effectively managing their team, the costs and implications can be wide-reaching as results, respect and team morale will undoubtably diminish. Unable to speak up and hold others accountable, managers can become stuck. For example:

  • People begin to work in silos

  • People’s best ideas aren’t being heard or implemented

  • Not everyone in the team is pulling their weight

  • People become cynical to change initiatives

  • The team repeatedly misses deadlines

When managers choose to refrain from holding difficult conversations with members of their team, the intent behind this behaviour is positive – to avoid hurting the other person or to avoid damaging the working relationship if the conversation goes badly. But the emphasis is placed on the immediate risks involved in speaking up and getting it wrong, while ignoring the certain and ongoing costs of not speaking up.

The significant implications of not speaking up include: underperformers being left unaccountable, managers taking on extra work, staff development becoming hindered, relationships breaking down, motivation dwindling, and accepting a larger culture of silence. Ultimately, the performance and progression of individuals, teams, and sometimes entire organisations, can stagnate because of an inability to manage people successfully.

If you’d like to learn more about how Grahame Robb Associates provides managers with the skills and confidence to hold these types of Breakthrough Conversations and create a culture of dialogue and accountability, please contact us.Download Our Leadership Development Brochure

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