A couple of weeks ago our Talent Forum held their annual face to face event at the iconic and spectacular Shard. We are lucky to have access to office space on the 24th floor and the view is stunning! Coincidentally it was the day of the D-Day celebrations and we were treated to a simulated gun salute from HMS Belfast right below us – commemorating the pivotal role it played in the opening bombardment in Normandy. We really did feel quite supercharged!

The day was well attended and our topic of choice was around how to “supercharge managers” – particularly relevant in today’s fast-paced business landscape – it could be said that the manager role has never been more critical.

Our work with leaders and managers tells us a number of things. Firstly, the old adage that people join organisations and leave managers is so very true – backed by CIPD research. They say that 45% of people who have a poor relationship with their manager are likely or very likely to leave the organisation … and it has long been quoted by Gallup that 70% of team engagement is determined by the manager.

Secondly, managers don’t always feel fully supported when they take on a management role. Very often they are promoted because they are good at what they do in their specialism, not because they are good at managing people. Training interventions can be limited, and often not relevant or tailored to their individual needs.

So, we delved into what makes an ‘ideal manager’ and how to transcend traditional training methods – our discussions went far beyond mere theories and strategies. We shared personal stories, practical resources, and genuine insights.

Managers who understand and relate to their team’s emotions can foster a more cohesive and motivated workforce. Setting clear goals and inspiring others to achieve them is crucial, and clear, transparent communication helps in aligning team efforts with organisational goals.

Traditional training programmes often fall short in preparing managers for real-world challenges. To truly supercharge our managers, we need to think outside the box. Think mentorship programmes, peer learning groups, hands-on projects with real-world problem solving to accelerate learning and skill development.

We all agreed that nothing we discussed was ‘new’ or a panacea to solve problems. There is no magic cure, it’s a topic that has been ‘hot’ for many years and the answer lies with good conversations to understand the gap in the skill and/or the will of individual managers.

The most impactful moments of the session came from sharing personal stories. These narratives brought theories to life and provided relatable, practical examples.

These stories not only inspired us but also provided concrete strategies that we can apply in our own contexts. A supportive network offering diverse perspectives and lived ideas can really spark innovative thinking.

Final thoughts..

Supercharging our managers is not a one-time effort but a continuous journey. By focusing on empathy, visionary leadership, and effective communication, and by going beyond traditional training methods, we can equip our managers to lead with confidence and creativity.

The power of a supportive network cannot be overstated. Surrounding ourselves with passionate, like-minded professionals amplifies our growth and success. I love being part of our Talent Forum and long may we continue to support each other.

Our philosophy is cantered around an employer-led forum where everyone is committed to creating a supportive place to learn and grow. If you would like to be part of it, please do register your interest!