Different management types can positively or negatively affect not only employee development, but company success as well. What type of manager are you?
On the surface, managers are often thought of as being responsible for leading—managing—the employees under their direct report, but managers often wear many different hats that encompass not only leading employees, but other responsibilities also.
These responsibilities often cast a wide net and may include any or all of the following:
Faced with so many responsibilities in so many different areas, it can be difficult for managers to find the time necessary to help their employees develop skills for their current role as well as any future roles they aspire to.
In a study performed by Gartner, they learned that 45% of managers don’t feel qualified to teach the skills needed for success to their employees and 70% of employees feel they don’t have all the skills to perform their current roles.
These stats are problematic on several levels. A lack of skills—in both employees and managers—results in lower job performance quality, which can lead to decreased profits, lower employee and manager satisfaction, increased turnover, wasted resources, and frustration on all sides.
In a world that is constantly evolving, and especially considering the ways COVID has changed the workplace, helping employees acquire and continually improve the skills they need for current and future roles is crucial. Employees who feel they possess above average proficiency in their job-related skills “perform up to 45 percent better, display up to 51 percent more discretionary effort, and are up to 45 percent more engaged”¹ than employees with average or lower proficiency in job-related skills. Those aren’t numbers we should be ignoring.
So what’s the key to bridging that gap for employees? Managers.
Successful managers in today’s work environment are those who help their people obtain the skills they need to do their jobs and progress in their careers. There are different ways of doing that, of course, with varying levels of effectiveness. Let’s take a look at four categories of managers (as it relates to employee development) identified by Gartner.
The Teacher Manager 🧑🏫
The Always-On Manager 🚁
The Cheerleader Manager 📣
The Connector Manager 🤝
Which of these types of manager should you aspire to? The Connector Manager. Why?
Gartner uncovered the following statistics about the success experienced by Connector Managers and their teams in another study. Teams with a connector manager saw:
“Connectors expose employees to the best opportunities to acquire experience, skills and capabilities—at the time they are needed.”² (Sari Wilde, Managing Vice President, Research & Advisory, Gartner HR Practice)
How do you become a Connector Manager? and how can you establish a culture of connection with your whole team?
Connector Managers excel at connecting their employees with the best resources to help them grow and develop, whether within the team, outside the team, or with themselves. Their priority is to foster a team that prioritizes learning and development through connection to people and resources.
Employees who work with Connector Managers to further develop current talents and skills while exploring new ones flourish not only professionally, but personally, and become invaluable assets to managers, colleagues, and employers.
“Connection is an intuitive sense of belonging. Connection is the difference between I am and we are.” - Ari Kopoulos
Connector Managers seek to develop and continually hone the following skills, resulting in a strong team culture of connection:
Mastering the skills to become a Connector Manager is the keystone to creating a top-notch team and finding success in your other managerial responsibilities. It's also one of the first steps towards building a true Campfire Culture with your team.
Learn more about Campfire Culture and how it can benefit you and your team 👉