How many Accidental Managers do you employ?
You know the ones.
Brilliant in their previous role.
Fantastic technical skills, knowledgeable, hardworking, guaranteed to improve their own performance day in, day out.
Fully deserving of a promotion to the next level.
But promotion means they have to manage a team, and that wasn’t part of their career plan.
They're an accidental manager. They didn’t ever really intend to manage people, and they might not actually have wanted to take on a team.
But the team comes with the job.
Lots of accidental managers find team leadership a struggle.
And a lot of teams find accidental managers hard work.
The saying is that employees join companies, but leave managers.
Disappointing productivity, high staff turnover, increased absence or workplace stress, complaints, and difficulty holding on to your best employees are all strong indications
that a manager in your business has a problem with leading teams.
How much could an accidental manager cost your business?
The truth is, you won't know until it's too late.
You'll probably look at lots of other solutions. Changing processes. Restructuring. Product training. Sales and Marketing training.
But actually, the real problem is that the person you promoted to manage a team just doesn't have the knowledge and skills to manage people - or perhaps they know the theory but they don't know how to apply it in their day job.
Struggling accidental managers tend to say things like:
“I don’t have time to manage a team – I’m too busy doing the day job”.
“I just wish I could find motivated employees who will cooperate with me”.
“I can’t delegate any of my workload because no-one can do it as well as me”.
"I'm not stressed - I just need my team to step up".
What is the solution?
Good managers aren’t born – they are made.
They are made through experience – they have worked for a great manager themselves, and have picked up some positive behaviours without realising it.
Or maybe they have worked for terrible managers, and learnt what not to do.
Maybe they have been on a training course, or studied a management qualification.
But what if their role models have all been mediocre managers?
What if there isn't time to attend training courses or complete assignments?
Or they’ve already done the courses, but what they learnt didn’t stick, or didn’t seem relevant to your workplace? Or they learnt the knowledge, but not how to adapt and apply it to the situation in their team?