{"id":478,"date":"2008-09-01T11:39:24","date_gmt":"2008-09-01T10:39:24","guid":{"rendered":"http:\/\/progmanager.wordpress.com\/?p=478"},"modified":"2008-09-01T11:39:24","modified_gmt":"2008-09-01T10:39:24","slug":"why-do-managers-duck-people-management","status":"publish","type":"post","link":"http:\/\/realisedevelopment.net\/index.php\/2008\/09\/01\/why-do-managers-duck-people-management\/","title":{"rendered":"Why do Managers Duck People Management?"},"content":{"rendered":"

This piece of research caught <\/a>my attention recently;<\/p>\n

“While 84 percent of organizations know that workforce effectiveness is important to achieving business results, only 42 percent of those surveyed say managers devote sufficient time to people management.”<\/p><\/blockquote>\n

What stops managers from spending time on developing workforce effectiveness?<\/p>\n

Why do so many managers ‘duck’ managing people.<\/p>\n

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  1. Some managers don’t think it’s their job – <\/strong>‘I am here to make sure that widgets get out the door on time and on budget.\u00a0 I expect people to manage themselves.’<\/li>\n
  2. Some managers don’t have the tools they need – <\/strong>Few managers are trained in the systems and processes that will help them to develop the potential and the performance of the people that they manage.<\/li>\n
  3. Some managers believe that conflict comes with the territory – and would prefer to avoid it for as long as possible – <\/strong>Many managers fear that ‘managing’ people leads to conflict and conflict leads to poorer performance.\u00a0 ‘People management’ is synonymous with ‘managing underperformance’.\u00a0 Few managers have a positive, engaging and developmental management approach that thye know will work.<\/li>\n<\/ol>\n

    For me the managers job is not about ‘managing people’.\u00a0 It is about providing them with a relationship to the organisation that allows them to develop their potential and to do great work.<\/p>\n

    In my experience managers that work systematically on building this relationship and then use:<\/p>\n