How many times
haven't you heard
one of your colleagues
or someone you know
complain about their manager?
Well in this video,
some research backed ideas around
why that might be going on
and a question for you.
Hi, I'm Campbell Such
This is Mind Bite Thursday,
Your weekly dose of the Human Edge in Technology
this week a couple of research backed ideas
that might help put into context
and put into perspective
why so many of us
have troubles with our managers
at some point in our career.
I'll finish with a question
and I'll follow it up with
a second part that will round it out
and give you some answers
in the future episode.
So the two pieces of research
one comes from Gallup
the Global Research and Consulting Organization
and the other one comes from
a couple of guys
O’Boyle and Aguinis
who did some research
around star performers.
Firstly Gallup,
Gallup has found that
only three and ten people
have the capability, abilities, skills, aptitude
to be really good managers
and all those three
only one is a natural manager
and falls naturally into management.
The other two
can become really good managers.
They need coaching and mentoring
and help and training and support
and then ongoing support
to then become really good managers,
which means that 7 out of 10 people
are never really cut out
for management in the first place.
However, how do we choose our managers
and maybe that's one of the reasons why
we have so many challenges with managers
because typically what happens is
we choose our best performing players
in our teams
and we promote those into team leader
or management positions
and then we keep promoting them through
we tend not to train them in advance.
We tend not to support them
as well as we should
and what happens
when it doesn't work out for them
then they tend to leave
and move on somewhere else.
Which is pretty crazy when you think about it,
if you consider the All Blacks rugby team
or Manchester United
in the English Premier League
the football team
or the Green Bay Packers in American football
with the All Blacks,
take their star first five
who can kick goals
and control the game
and put them in as a coach?
with Manchester United
take their star striker
and make them the coach?
and would the Green Bay Packers
take their best wide receiver
and make them the coach?
Well, most of us would say
No, that'd be crazy.
Why would you take the good people
out of the team
and make them the coach?
And that's right
and it is a couple of things there
that kind of add up
to make that really challenging
for getting really good performance out of a manager
and really good performance out of a team.
First of all,
why would you take your best players out
and put them into a management role
because that leaves a hole
in the team that you have to fill
secondly, how do we know
they're going to be a good manager
well Gallup tells us that
only three out of ten are
so we've got a high chance.
They're not going to be
Secondly,
what if they hate it
even if they're any good at it?
What if they hate it?
so that you don't even know
if they're any good at a manager
and then they leave
when the turns out that they're not.
So we need to change
how we think about
who we choose and
how we move them
through that process
and then the other piece of research
is from O’Boyle and Aguinis
and they researched star performers
over a massive number of
people and organizations
and what they found was that
for the star performers
instead of it being a bell curve,
where you have a small number
of poor-performing people
most people sit in the middle
and a few at the top end
which is the normal distribution
or a bell curve.
This is another curve called the Power Curve
and they found that
94% of Star Performers
that on the power curve
when you look at it
and that is a curve that
looks like this.
It's an exponential curve of decay
and it turns out that on that curve
most people are below average
and a few star performers
sit right the top end
and their impact and ability to transform
and change an organization,
a team at a business are massive.
So if you take those guys out
if you take your best Striker out
your best wide receiver
or your best first five
out of a team
you make a massive impact
because the performance of those top guys
is massively multiplied.
Wow, so…
in part 2 of this two-part series
on how to get the best people
into the management roles in our businesses.
I'll add some more information
that might help with your thinking
and some thoughts and ideas
that maybe the genesis
or maybe some solutions
that we can apply to
help solve the riddle of this.
I'm Campbell Such.
My focus is on helping
self-motivated professionals
whether their team leads, leaders,
managers or individuals
evolved, grow and accelerate their careers
to have the best, most successful careers
in the shortest possible time they can.
For more ideas that can help in this space
subscribe to the Integration Catalyst YouTube channel
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So that's Campbell Such
Mind Bite Thursday for this week.
Over and out.
See you next week. Bye…