Help managers manage.
Managers don’t need to become mini HR teams. But they do need to know what’s expected of them, what they can decide and how to handle the conversations that come with managing people.
DESIGNED DELIBERATELY.
USED NATURALLY.
“Managers need to take more ownership” isn’t a diagnosis.
Sometimes they do need more confidence or capability. But sometimes they’re escalating because decision rights aren’t clear, they don’t have enough context or they’ve learned that leadership will step in anyway.
Before trying to make managers better, I want to understand what’s making good management difficult in the first place.
Support that helps with the next situation too.
That might mean clearer expectations, practical tools, support around live situations, manager development, clearer decision rights or changes elsewhere in the business.
The aim isn’t to make managers more dependent on me. It’s to make them better able to handle the next situation themselves.
Of managers consistently held career-development conversations and 1:1s.
Read the manager case study →Tell me what’s happening with your managers.
What keeps coming back to you, and what would you like managers to handle themselves?
Start a conversation