Here is some more information from the Gallup’s State of the American Manager report.
2. Select and promote managers for the right reasons.
The two things that usually earn a promotion to management have nothing to do with great management ability: tenure and mastery of a previous, non-managerial role.
Writes Tom Nolan and Jane Smith of the Gallup Organization:
Top 2 Reasons People Become Managers: Organizations offer people in management roles for reasons that have nothing to do with their talent to manage — says Gallup
Reason #1: ‘ I was promoted because I was successful in a previous non – managerial role’.
Reason #2: ‘I have a lot of experience and tenure in my company or field’
Effective people management requires a talent set of its own, and someone who shined in a previous role may not transition seamlessly to a managerial role.
From the State of the American Manager report:
“Gallup finds that companies fail to choose the [managerial] candidate with the right talent for the job 82% of the time.”
Hiring great managers takes a rigorous, validated process.
Big Hint From Alysia: Write strong job descriptions using “Attraction Based Job Descriptions Template” (includes Benefits & Features of each job plus Roles and more). These lead to strong Job Postings that get results. Contact Alysia for details: alysia@kehoeconsultants.com
Management is a talent just like any other job skill, and it requires a significant amount of soft skills such as relationship-building that often go overlooked.
While development can be effective, the most effective method for getting great managers is rigor and accountability when finding, hiring and promoting people with natural management abilities.
These great managers can come from inside your organization or outside, and they may often be hiding in plain sight in another role.
Big Hint From Alysia: Currently we are setting up a program called “Boomers Are You Still Working”? – It will teach Boomers how to coach and mentor, and to use these new skills to train and pass on their knowledge & skills to the other generations before Boomers leave the workforce.
We have a critical issue; many of 76 million Boomers will leave the workforce in the next 10 years or so, leaving a skill gap in industries and organizations.
Gallup has studied, tested and defined the best method for selecting people with natural managerial talents. Use our tools to place the right people in management roles and see major improvements all across your business — most significantly, in employee health.
Management is a talent just like any other job skill, and it requires a significant amount of soft skills such as relationship-building that often go overlooked.
While development can be effective, the most effective method for getting great managers is rigor and accountability when finding, hiring and promoting people with natural management abilities.
These great managers can come from inside your organization or outside, and they may often be hiding in plain sight in another role.
Big Hint From Alysia: Currently we are setting up a program called “Boomers Are You Still Working”? – It will teach Boomers how to coach and mentor, and to use these new skills to train and pass on their knowledge & skills to the other generations before Boomers leave the workforce.
We have a critical issue; many of 76 million Boomers will leave the workforce in the next 10 years or so, leaving a skill gap in industries and organizations.
Gallup has studied, tested and defined the best method for selecting people with natural managerial talents. Use our tools to place the right people in management roles and see major improvements all across your business — most significantly, in employee health