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By Fiona Elsa Dent (More) • Vicky Holton (More) • Last updated on October 26.01.2024, XNUMX • First published on 27.09.2017/XNUMX/XNUMX • So far 4793 readers, 1349 social media shares Likes & Reviews (5 / 5) • Read & write comments
In the whole discussion about sustainable Companys shall fast forget how immensely important it is that the Executives of a company are also up to this task. 2 X 10 criteria that should therefore be applied to managers.
Over the years, so much has changed in the role of the manager. This is partly because the complexity of business life is increasing, especially for those working in multinationals and in the global environment. But time has also changed the skills managers need.
The current business environment has changed over the past few decades clear changed and it is hardly surprising that the role of the manager has changed in a similar way. In some aspects a radical change has taken place. The Shop has become more complex, and in many organizations are even commonplace Tasks in a 24 hourWelt from global Significance.
This means that it is more challenging and challenging than in the past. The core features of any good manager are a mixture of skills and experience as well as attitudes, behaviors, and knowledge sets. By and large, some of the following skills are required:
It's hard, a manager in the 21. And we wonder whether companies spend enough time thinking about how they can do more to support their managers and help them?
For example, senior managers regularly spend time as “average manager” or as “junior manager” – we don't mean the red carpet visits in the Organization, but job shadowing for a day or a week at a time. When a manager was at the supermarket checkout for a week, he learned a lot and discovered how different life was for the younger ones in the organization.
Regular executive reviews, which leaders need to be more effective, would help. Also, looking after executives through more junior colleagues can be beneficial for both sides. Regular CEO lunches for executives; Modular training programs to support new leaders, individuals taking on their first middle management role, and also be of use to large teams at the top.
Perhaps more leaders should try to work a lower level for a while? When Adam Crozier came to Royal Mail as Managing Director, his arranged Executive his first day with the postman who delivers the mail. What are the skills of future managers?
Seizing these opportunities not only helps with personal credibility, but also gives leaders a real insight into the challenges facing their peers who are closer to the front lines! If being a manager is tough, so is they Employees in general.
Too many organizations claim that mistakes can happen and they do not matter, but then they make a fake case against managers (or teams or divisions) who make mistakes. Long before he was GE's boss, Jack Welch blew up a factory - accidentally! and often about the fact that the boss of his boss did not beat him, but used it as a learning experience.
Our Suggestions: Instead of a long list of recommendations for improving the leadership environment, we recommend a practical approach. Within the next few months, every member of management should spend some time in a workshop or in a junior job.
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Fiona Elsa Dent is the Director of Executive Education at Ashridge Business School and, as a member of the Ashridge Management Committee, is responsible for one of the two faculty groups that manage programs, customer relationships and management development solutions for Ashridge. Dent is also involved with her colleagues in the strategic direction of the company, with a special focus on human resources. At Ashridge, she has experience as a program and client leader and has worked with a number of organizations and clients nationally and internationally. Dent teaches and advises on a wide range of leadership, personal, interpersonal and relational skills and is trained in a variety of psychometric methods. All texts by Fiona Elsa Dent.
Vicki Holton is a Research Fellow at Ashridge Business School, UK, with a focus on researching current trends in management and leadership development, best practices in career advancement, HR, equal opportunities and female leadership development. She has dealt with employee surveys, evaluation and benchmarking of personnel initiatives such as diversity and development and is the author of numerous books and articles on gender diversity in organizations and a member of numerous leading specialist journals. All texts by Vicki Holton.
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