Training For Leaders Thrown In The Deep End

The Age

Saturday May 19, 2007

Yvonne Nicolas

ORGANISATIONS are only as good as the people they employ and support and the leadership they provide.

Jenny Mate, director of human resources company, Creating Credible Solutions, says there is a lack of "credible" leadership in today's workforce.

"This may be due to the fact that many middle managers stumble through their role as a leader and lack the skills and confidence to understand that being a manager is not about having a prestigious title. Leadership is about establishing a set of skills that allows you to manage a diverse workforce in an ever-changing environment."

Ms Mate says there is no single management solution or style that works for every situation.

Creating Credible Solutions runs corporate coaching and mentor programs and specialises in teaching middle managers leadership skills.

Ms Mate says leaders need more than technical expertise. "Research tells us that many middle managers are promoted, given a title, but feel ill-equipped, unsupported and isolated when dealing with workplace issues."

The company also provides industrial relations and business process services and training for new and existing businesses.

Ms Mate says it is unfortunate that some people are appointed to leadership roles without the appropriate skills. "This can discourage the most enthusiastic employee and cause poor performance and loss of business.

"Everyone deserves to be treated well and with respect . . . Managers who are ill-equipped and aggressive damage business culture.

"From experience, we find that individuals who bully others lack confidence in their own leadership ability, or they just don't understand how to get the best out of people. "We teach effective communication skills and show how to better manage themselves and others.

"Our programs allow participants to develop the necessary skills in a supported environment where the feedback is honest and not sugarcoated."

Ms Mate says middle managers can benefit greatly by having an easily accessible mentor who has extensive skills and experience. "We also recommend these middle managers attend formal professional development activities to gain additional confidence.

"Personal development allows managers to build self-esteem, ask questions and make mistakes in a protected environment before attempting to apply their learning to a real-life situation where their employees may be unforgiving."

With many businesses within the service industry operating 24 hours a day, it is estimated that full operating responsibility rests with middle managers for some 60 per cent of the time. "If these people are ill-prepared, this represents significant business risks," says Ms Mate.

"It is in the organisation's best interest to start preparing middle managers early."

And she says it is chief executives and senior managers who need to accept responsibility to have a plan to equip their middle managers and future leaders with the necessary tools - and work with them to make it work. "Waiting until their employees are in a position of responsibility and influence without a plan will impact heavily on the business." -- YVONNE NICOLAS

LINK

www.crediblesolutions.com.au

© 2007 The Age

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