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Working with new (or used)
managers that have a primarily Blue Collar background
can be frustrating.But remember, it is
equally frustrating for them. People with
their background and experience are essential.
With the widening gap between available skilled
labor and the jobs that need to be filled, a key
way to keep the knowledge they have in the workforce
is to promote them into management. Very
often what happens though, is that they are placed
in a management position but with little support.
There are several reasons
why they get so little support. One
of the biggest is that the impact of the transition
is not clearly understood by both the new manager
and the poeople they work for. The transition
includes new skill sets and new environments,
both physically and socially, to mention a few.
Yet we don't delve into this as deeply as we should.
We should ask ourselves
"Is this person going to make it?"
Are they the right person for this job?
Will they stay there? How can we help them
develop into more productive managers that want
to stay around longer? How can we help them
be more productive and make the transition a success
for all of us?
Are your managers managing
or 'mangling'? When managers can't
or don't manage effectively it causes a loss of
credibility far beyond their direct reports.
Their peers, your clients and even vendors see
this and shy away from them and the company.
Sometimes critical voices are raised and that
causes morale to fall. A spiral downward.
We aren't so sure that incompetent managers are
as bad as you might think. It is possible
to extend the life of a manager through support
and training.
If you have ever said
'I want this to be different! I want to
make sure I have the right manager working on
the right things. I want to keep this valuable
person around." This is a great place
to come for help.
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