Managing EXPERIENCED Managers

Experienced managers are extremely valuable to an organization.

 

With the experience and judgment they have developed over time, these managers can provide leadership and drive to guide the organization to new highs.

 

So it's important that you devote time and other resources to ensuring their ongoing commitment to the organization's long-term and short-term goals.

 

Managers with highly developed skills manage their teams and subordinates more efficiently, reduce overall employee turnover, and increase the organization's performance.

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As an experienced people manager, you've probably developed many management skills. However, managing

experienced managers requires you to redirect your focus. You should be focused on formulating and implementing strategy, effective communication, and building managers as managers.

Investing in management talent is a key strategic aspect of managing your managers effectively.

This requires an understanding of what motivates each manager. Although compensation is important, other factors are equally significant to managers. Examples include opportunities for personal and career growth, and the chance to make a contribution to the organization.

One of the challenges of managing experienced managers is tackling performance issues without undermining the manager's authority. When a manager isn't performing as expected, this affects the performance and motivation of the manager's entire team.

Poor performing managers often resist responsibility and blame failures on others. They tend to complain about their workload and colleagues. Such managers can stifle innovation and delay positive change in the organization. As a result, their actions can have a widespread effect on the organization.

Coaching is an important development tool used by many organizations to improve the capabilities of experienced managers. Coaching helps managers improve their performance through self-reflection and gives them opportunities to apply specific skills and knowledge.

There are four key stages to the coaching process. The initial stage determines if coaching is appropriate. Second, if coaching is deemed appropriate, the coach and the manager create an action plan. The third step is to implement

the action plan. The final step is an assessment of the action plan.

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