According to a recent report by Gallup, only 10% of managers have what it takes to be a great manager (www.fastcoexist.com/3044630/this-may-not-surprise-you-only-10-of-managers-have-what-it-takes-to-be-managers).
With all that has been written about management, all the training and workshops, and all the coaching and mentoring, the question that screams out is: Why?
It likely starts, as they say, at the beginning. With how managers are selected. Does your company rely on these criteria:
1) Performance – how the person is performing in their current, non-management role
The best sales person often doesn’t make the best sales manager. How often have we painfully watched that play out?
2) Seniority – the person who is “next-in-line”
Yes, some experience may be preferred (or even necessary). But more doesn’t always mean better. And having experience doesn’t mean the person has the right skills, traits, and values to become a successful manager.
If we want a person to stand a fighting chance of becoming a great manager, we need to give them a fighting chance by selecting them for the right reasons. And what are those? Those are the topic of next week’s blog.