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Another insightful and practically applicable article from Tony Gambill - my biggest takeaways were the “Delegation Funnel”, which serves as a framework that leaders can follow to determine the extent to which tasks can and should be delegated, and the statistics on how much feedback, positive or negative, is valued in organizations. What are your biggest takeaways? #management ; #feedback ; #delegation ; #leadershipmatters

The top priority for #HR leaders this year is leader and manager development, according to Gartner’s latest research. With 76% of HR leaders saying their managers are overwhelmed by the growth of their job responsibilities, and 73% saying their leaders and managers aren’t equipped to lead change, it’s clear why #development is a priority. Today, #leaders and #managers need to not only be adept in traditional #management practices but must be agile, empathetic, and tech-savvy. Development #assessments are one of the most effective tools to inform the exact competencies that are needed and that should be developed to succeed in a given role. Learn more in our latest blog: https://bit.ly/3wIgPsp

Management Without Leadership 🔀 In the world of business, we often hear about management and leadership as two distinct pillars of organisational success. But what happens when you have management without leadership?  Let's dive into this dynamic and discover how it can impact our teams and workplaces. Less Emphasis on People: Leadership is often associated with inspiring and motivating people to achieve common goals. In a management-only approach, there may be less emphasis on people development, employee engagement, and creating a positive organisational culture. Employees may be viewed more as resources to accomplish tasks. Short-Term Perspective: Management, without leadership, is known to have a short-term perspective. It aims to meet immediate objectives and maintain the stability of the organisation. It may not involve a long-term vision, strategic thinking, or innovation. Focus on Tasks and Processes: Management primarily deals with tasks, processes, and operations. Managers are responsible for planning, organising, and controlling various activities to achieve specific goals. In a management-only approach, the emphasis is on maintaining efficiency and ensuring that tasks are executed according to established procedures. Transactional Approach: Management often follows a transactional leadership style, where the focus is on maintaining the status quo, ensuring compliance, and addressing day-to-day issues. Managers in such a scenario may be more concerned with enforcing rules and regulations, monitoring performance, and providing guidance on how to accomplish tasks.    While management without leadership can help maintain stability and efficiency in well-established and routine-oriented organisations, it may not be suitable in dynamic and rapidly changing environments. In today's world, where innovation, adaptability, and employee engagement are increasingly crucial, a combination of management and leadership is often seen as more effective for achieving long-term success.    Are you ready to bridge the gap between management and leadership? Head over to the link in our bio to learn more about our bespoke leadership training programmes.     #Management #Leadership #BusinessInsights #Leadershiptraining  

In my most recent Forbes article, 𝗦𝗶𝘅 𝗨𝗻𝗶𝘃𝗲𝗿𝘀𝗮𝗹 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲𝘀 𝗢𝗳 𝗚𝗿𝗲𝗮𝘁 𝗠𝗮𝗻𝗮𝗴𝗲𝗿𝘀, I share the foundational management behaviors that enable managers to create an environment where employees feel valued, connected, and capable of doing great work.   Managers are centrally important to the employee experience and organizational performance. Companies need to be rigorous in the selection, development, and accountability to ensure employees are receiving effective management.  Do you agree? Share your COMMENTS below. ⬇️   𝗛𝗶𝘁 𝘁𝗵𝗲 🔔 𝗼𝗻 𝗺𝘆 𝗽𝗿𝗼𝗳𝗶𝗹𝗲 𝘁𝗼 𝗯𝗲 𝗻𝗼𝘁𝗶𝗳𝗶𝗲𝗱 𝘄𝗵𝗲𝗻 𝗜 𝗽𝗼𝘀𝘁 | Tony Gambill #management #leadership #humanresources #careers https://lnkd.in/ea-4pzbx

Is the Era of the "Boss" Over? What if the true power in your organization doesn’t lie with the C-suite, but with your middle managers? How can companies bridge the widening compensation gap between executives and the vital leaders in the middle? Are middle managers the key to unlocking unprecedented organizational success? In the evolving business landscape, the role of the C-suite is shifting. No longer just top-down decision-makers, executives must now empower those who directly influence the day-to-day operations: middle managers. “Power to the Middle” by Bill Schaninger, Ph.D., Bryan Hancock, and Emily Field is a great bookd that outlines why middle managers are pivotal for organizational success and how their roles must be redefined and supported. Here is a brief summary of the most important insights from the book. Why Middle Managers Matter: 1️⃣ Talent Management: Middle managers are essential for attracting and retaining top talent. They create engaging environments that draw the best people, requiring recognition and rewards that match their contributions. 2️⃣ Coaching and Development: Middle managers should focus on mentoring and developing their teams, fostering a high-performance culture instead of merely enforcing rules. 3️⃣ HR Collaboration: Effective people management balances the efforts of middle managers and HR. Managers handle daily leadership while HR offers strategic support, ensuring alignment with organizational values. 4️⃣ Adaptability: Close to operations and strategy, middle managers guide organizations through rapid changes, making them critical for implementing strategic initiatives and responding to disruptions. 5️⃣ Recognition and Compensation: To truly empower middle managers, organizations must offer competitive compensation and career advancement opportunities within their roles, addressing the current compensation gap between them and the C-suite. Balancing Responsibility and Compensation: The C-suite must redefine its relationship with middle managers, shifting from traditional oversight to enabling and supporting these key leaders. This involves addressing the compensation disparity and ensuring middle managers are rewarded fairly for their contributions, which are crucial to organizational success. By doing so, companies can leverage the full potential of their middle management, driving both innovation and resilience in an ever-changing business environment. At re.set, we give the most importance to the role of the #squad #leader in new organizational models, which represents the middle management level described in the book. If you want to learn more about how we empower #squad #leader in an Agile Management System, check out our site: www.theagilereset.com #Leadership #Management #WorkplaceCulture #TalentManagement #Newwaysofworking #SquadLeaders #EmployeeEngagement

The Declining Allure of Management: Why so few want to manage In today's rapidly evolving corporate landscape, there's been a notable decline in the aspiration for traditional managerial roles. With only 38% of employees in a recent survey aspiring for managerial positions, it prompts the question: Why the diminishing allure? Factors like eroding trust in leadership, the rise of the individual contributor, and the perceived imbalance in work-life have impacted the appeal of management roles. As the founder of Results Driven Leadership, I've discovered the transformative power of 360 Feedback. This tool offers managers comprehensive insights from various perspectives - superiors, peers, direct reports, and even customers. Through case studies, I highlight the stark difference between companies that utilize such feedback mechanisms and those that don't. Leaders need regular check-ins on their capabilities, not just their task performance. By embracing 360 feedback, companies can ensure their leadership pillars remain strong and effective. At Results Driven Leadership, our mission is to promote leadership excellence. Dive into our latest article to understand the shifting dynamics in management aspirations and how 360 feedback can be the game-changer in fostering organizational success. Read here: https://lnkd.in/gr42JYiS Visit Our Website: www.rdltraining.com Follow Our LinkedIn Page: Results Driven Leadership LinkedIn: https://lnkd.in/gubWbYTH Spotify: https://lnkd.in/g8AbNaw2 YouTube: https://lnkd.in/gHjJrAtm If you find value in this post, please consider liking and sharing with your connections. Together, we can amplify this knowledge! I'm genuinely interested in your thoughts, so don't hesitate to share your insights in the comments. #leadership #leadershipdevelopment #leadershipskills #leaders #business #businessadvice #businessowner #manager #managementtraining #blog #article #leadershiptraining #management

💚 "The time is right to focus on managers because the nature of work is changing at a breakneck pace." 💚 This is an insightful article highlighting the perils of neglecting, under utilising and under-developing the middle leadership tier. In a recent 12 month leadership program launch with all leadership levels in the room (from direct to C-Suite) we identified 13 drivers of change. Helping get clear on the "why" of the change work. "Why" do we need to develop new ways to lead. Ways that are safe and effective and deliver on operational and stakeholder expectations as well as contemporary people expectations and needs. "Now, faced with the perfect storm of automation, hybrid work, an impending economic downturn, a scarcity of skilled workers and profound shifts in attitudes, whether an organization wins or loses will depend largely on its managers." I'd also add in an increasing need to monitor and manage psychological wellbeing. We can't keep looking at old ways to solve new problems. This article talks to this as well as the powerful role middle leaders can play in your organisation. An untapped and under utilised resource that can be doing more than gap filling. I highly recommend the read. You may also be interested in my blog about the key role middle managers play in change and how they are often neglected here. https://lnkd.in/gdcXFzMj #mentallyhealthyworkplaces #safeandeffectiveleaders #leadingsuccessfulchange #organisationaldevelopment #transformingnorm https://lnkd.in/gbvvHvv8

While working with some of my clients this week, along with many other leaders I coach, a common question arises: "Why do some managers effortlessly inspire their teams while others struggle to keep morale up?" It truly can be simpler than we think. Gallup’s groundbreaking research reveals that the best managers do things differently…and the results are fascinating! As you will see when you dive into this article, some best practices set great managers apart, many of which we have been discussing. “Great managers focus on identifying unique talents, fostering strengths, and spending time wisely with top performers.” This could be a game-changer in how you and your team approach management. Enjoy!! #inspire #keytomanagementsuccess #management