This guest post is courtesy of Jeff Shuck, CEO of Plenty, a consulting firm that helps nonprofits harness the power of peer-to-peer to reach new constituents, attract more donors, drive increased revenue, and create networks of lasting impact.
Why is it that only small percentage of potential managers seem to have the necessary skill set in order to perform—and thrive—in the role? Especially since the impact of bad managers is so deleterious to the organization. Check out this infographic on “The State of the American Management” to see the grim statistics:
So what’s to be done? The most fundamental thing you can do is learn how to identify the top talent. For instance, passion dedication, and accountability are 3 enduring characteristics that make up a high potential employee. Finding out what drives a person can also be a powerful indicator. Also, if their psychological makeup fits well with your company ideals then it makes success easier. The bottom line: perform your due diligence and hire the best talent you possibly can.
If you aspire to the management ranks, there are many things you can do to get yourself ready. Some of these include working to adopt proven qualities of a good manager, refining your leadership style, and employing a leadership approach that inspires your employees to greater heights. The below infographic spells out some of these practices in more detail.
It’s no easy task to create good—much less great—managers, but organizational interventions like talent management, systematic development, and a supportive culture with clear expectations and accountability go a long way toward increasing the odds of achieving this goal.