Four Key Factors Behind Managerial Failure
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The role of managers is increasingly complex, with more direct reports and higher stress levels. Gartner research shows a 2.8x increase in direct reports per manager over six years, leading to 54% of managers experiencing work-induced stress and 44% struggling to support their teams.
Harvard's analysis of over 9,000 employees and managers reveals four critical predictors of managerial failure. Addressing these can boost team performance and organisational success.
Lack of Self-Awareness. Many managers lack self-awareness, making them nearly three times more likely to fail. Signs include defensiveness to feedback and reluctance to delegate. Solution: Implement self-awareness programmes before promotions. For example, simulation programmes can expose aspiring managers to challenging scenarios, building confidence and self-awareness.
Empathy as a Two-Way Street. Post-pandemic, empathy is crucial. Lack of empathy from employees towards managers increases failure risk by 3.7 times. Solution: Develop programmes to teach upward empathy, helping employees understand their manager’s communication style, fostering a more empathetic team environment.
Unproductive Manager-Employee Relationships Only 47% of employees find manager interactions valuable. Poor interactions increase the likelihood of failure by 2.7 times. Solution: Schedule regular, meaningful meetings, focusing on behaviour rather than output, and increase team-based interactions.
Misalignment of Work and Goals Frequent workplace changes often lead to misaligned goals, resulting in unambitious targets and poor communication. Solution: Engage teams in goal-setting processes that align individual and organisational goals. For example, hold team-initiated goal ceremonies for better alignment and communication.
Proactive Strategies for Reducing Managerial Failure:
Integrate managerial failure risk into risk management portfolios.
Address systemic issues within teams and organisational processes.
Use engagement surveys and focus groups to identify early warning signs.
Invest in programmes that enhance self-awareness, teach upward empathy, improve interactions, and align goals.'
By addressing these predictors, organisations can reduce managerial failure risk from 48% to as low as 5%, leading to better business and talent outcomes.
