Managerial Courage! Do you have it?
An individual has managerial courage if they are someone who tactfully dispenses direct and actionable feedback to others. Someone who is open and direct with them without being intimidating. In essence it means to deal head-on with people’s problems and prickly situations.
Dealing with workplace conflict and managing performance are typically two areas of difficulty that many managers have when leading others. Giving people ‘unkind’ feedback about their performance (or lack thereof) is an action many managers choose not to do, unless absolutely necessary. Most do it badly, few do it well.
A managers role is to ensure that their people down the line are achieving high competence as well as reaching all their goals. If a manager is afraid, or uncomfortable of dealing with poor performers, there is no way the department, or company can ever achieve its goals.
Similarly, if a conflict is occurring within a team. The manager is in a great position to help resolve the issue by directing ‘peaceful’ negotiations among employees. In highly performing teams however, members usually address the issues and resolve them by themselves.
Managerial Courage and Organizations!
Managerial courage is present in organisational cultures that allow and promote free expression of opinion and respectful engagement. If a culture does not promote this, it is often hidden under the layers of ‘politics’ or not developed within the culture at all.
Let’s up-skill our Managers in Managerial Courage! A common term uttered by many. What they are unaware of, is the fact that this is merely a tick a box exercise. This is a futile exercise if the organisation’s culture works against promoting managerial courage. In the same way if the people in-charge are only attempting to address a deeper issue with a band-aid approach, it wont do them any good!
If you would like help developing your teams and leaders, contact us urgently on info@puremagicbusiness.com.au