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Accidental Managers | Season 2 episode 4 | Kate Waterfall Hill
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Manage episode 443997133 series 3563945
A tartalmat a Roly Walter biztosítja. Az összes podcast-tartalmat, beleértve az epizódokat, grafikákat és podcast-leírásokat, közvetlenül a Roly Walter vagy a podcast platform partnere tölti fel és biztosítja. Ha úgy gondolja, hogy valaki az Ön engedélye nélkül használja fel a szerzői joggal védett művét, kövesse az itt leírt folyamatot https://hu.player.fm/legal.
This episode is all about “accidental managers” and to discuss the topic we invited Kate Waterfall Hill, Leadership Coach at Waterfall Hill Consulting Ltd. Kate is also the creator of “Linda, the bad manager”, her alter ego on social media, who inspires us all to brilliant leadership by showing us what not to do.
In this episode, Roly and Kate delve into what makes an “accidental manager” and how organisations can support them in becoming effective managers by seeking out ways to improve their leadership skills.
Key takeaways:
- Managers or individual contributors? Management can often be something to aspire to, but may not be the best route for all employees. How can organisations motivate and retain individual contributors who have no desire to become managers? And how can organisations change negative perceptions of middle management?
- Managing people, especially new managers: Organisations need to ensure new managers are given time, training and support to lead people and teams effectively. However, the onus is also on the individual to be proactive about their own leadership development. to Balancing authenticity and self-consciousness: Being self-aware isn’t contradictory to being authentic. By understanding their triggers and natural reactions to others, managers can learn how to act intentionally to ensure they achieve the best possible outcomes when managing others.
- Impostor syndrome vs expectations: Understanding expectations from day one can aid individuals in feeling more confident when taking on new responsibilities, and can help them to feel more in control of their actions.
Conclusion:
Many new managers feel out of their depth, especially if no training or support has been provided. Although organisations can ensure new managers have adequate support, and time, to effectively manage people, managers themselves also have a proactive role to play in improving their management skills.
Remember to subscribe to our podcast to catch up on past episodes and stay updated on future insights on performance management.
Reach out to Kate via: www.waterfallhill.co.uk or by emailing: [email protected].
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