You will be practising what you preach

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If they make the transition to genuine management, they will have a rewarding career because they will be adding value to the business. If they don’t, they will need to return to being an individual contributor. This is not intended as a threat. Management is not for everyone and people can enjoy brilliant careers as individual contributors.

4. Set objectives

Of course, . You can set your managers clear objectives requiring the whole team to colombia whatsapp phone number work effectively and efficiently. As ever, these objectives need to be SMART (specific, measurable, achievable, realistic and time-bound) and need to be agreed by your managers.

5. Review

In the early stages of this new way of working, it’s useful to set regular and frequent reviews. They will provide you with an opportunity to ensure the managers are on track. They will also be an invaluable opportunity for you to coach your managers, keeping them motivated and enthusiastic as they make the difficult switch between doing and managing.

6. Reward

Critically, you need to scrutinise how your managers are compensated. There’s no point in urging them to manage and then rewarding them for individual performance. Their rewards should now be clearly aligned to how well they manage their teams.

Once you have a team of managers actually managing, you’ll soon witness a transformation in the company. Growth and success will be inevitable, morale and engagement will rise and you’ll feel more confident that the business is actually being managed. Now, isn’t that worth having?