The Twelve Red Flags that Indicate Managers Need Help

There are three possible roadblocks to managers’ effectiveness:

1. They’re uncomfortable in their role.
2. They lack confidence in their skills.
3. They simply don’t know what to do.

Let’s take each of these in turn.

Some managers are uncomfortable in their role. Managers have to make difficult decisions. Addressing poor performance and managing conflict can cause even seasoned managers to lose sleep.

How would you know that managers are uncomfortable with their role?

1. They continue to perform the tasks they mastered prior to becoming a manager rather than acting as the manager.
2. They prefer to be friends with their employees rather than be their manager.
3. They do not address performance issues.

Some managers lack confidence in their ability to manage their employees. This results in heightened stress and anxiety.

How can you tell that managers lack confidence?

1. They back down at the first indication that they lack support from their employees or management peers.
2. They get very stressed over decisions they need to make.
3. They rely heavily on guidance from Human Resources regarding basic management functions.

Some managers have no idea what to do. They may be former star performers who were promoted into management positions without benefit of training or support.

What are clear indicators that your managers don’t know what to do?

1. They don’t make decisions, or they second guess every decision they make.
2. They have no idea how to handle employee issues.
3. They have a leadership style that is not conducive to good employee performance or morale.
4. They are unable to meet program goals.
5. They have difficulty retaining employees.
6. They don’t delegate.

To make matters worse, many managers operate in a vacuum, without sufficient access to or support from other managers.

It doesn’t have to be this way.

This is where peer learning groups shine. They help managers learn what they need to learn just-in-time in a collaborative environment, with the support and encouragement of their management peers. As the managers build their management skills, they become more effective and gain confidence in their own competence.

Help your managers get past their roadblocks to effectiveness. Contact Deborah at The Peer Learning Institute.

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