Managers managing Managers…
The responsibility of managing managers falls into two areas, the focus on them as an individual to produce good work and then how effectively are they supporting their team.
You will always need their goals to be aligned with yours and the organisation, providing continuous feedback and support to advance their career. In addition you will need to deliver leadership coaching so that they can develop the culture and capabilities of their team members.
As a Manager of Managers you will need to role model the right behaviour at all times. Remember, people are watching all the time, so be deliberately aware that others are paying attention. Ensure you give your Managers autonomy and that they do the same for their team members.
Listen to the subtle change in your coaching language, it will not be about the project it will be exploring the relationship of their direct reports with the project.
eg. “How is that project going?”
instead ask…”How are you working with Bob to get that project done?”
Compliment your Manager’s in public so that their team members see them being acknowledged. Give them opportunities to demonstrate their credibility in front of others. They look good, makes you look good and ultimately makes the team look good.
Give them an individualised approach, work alongside them or observe them at their team meetings. Be careful not to intrude eg. attending their direct report one to one sessions would be intrusive, but seeing them interview a candidate would be a good chance to give feedback.
They need to lead in their own way, so give them space and a chance for them to develop their own leadership style.
Setting it up:-
- Meet your Managers individually assess what they need
- Create personalised development plans
- Within that plan – customised reading lists & management topics
- Agree opportunities when to observe
- Continuous feedback using WW/DD = What well? Do differently?
- Emphasise curiosity rather than judgement
