Investing in your managers

When delivering DSC’s Managing for Managers online course, I often hear from participants – mostly frontline and middle managers – who feel like impostors in their roles. Some even admit they’re unsure about what they’re actually supposed to be doing. 

Many managers feel unqualified or out of their depth because they haven’t been given the tools they need to succeed from the start. Without proper support, these feelings often begin as soon as they step into management. It typically happens when their own leader hasn’t clearly communicated what effective management looks like, sounds like, or even feels like. 

If senior leaders haven’t taken the time to explain the manager’s role, how it aligns with the organisation’s mission, and demonstrates its values, it’s no surprise that managers often feel lost, struggling with feelings of guilt, uncertainty, and frustration. 

Invest in your manager’s success 

Ben Moreton, a Leadership Trainer and Executive Coach, often compares middle managers to “organisational duct tape”, being used or expected to be the “catch all, problem solving resource.” Managers are expected to handle operational challenges, manage staff issues, navigate change, and juggle the demands of their own leaders and the senior team driving strategy. It’s a lot to ask of one person, without giving them the support to do so.  

Leaders need to clearly define what success looks like for each manager. They must communicate the key responsibilities, explain how to manage effectively, and help managers grow into strong leaders themselves. 

Invest your time 

Time is precious and workloads are hefty, causingsomeleaders to say, “I just don’t have time” when it comes to responding to their managers’ calls for direction but then may still have unreasonable expectations of their managers.  

Taking time to fully explain the manager’s role, how it fits into the strategy and the benefits it will deliver internally (for the work and relationships) will ultimately deliver a higher return in terms of lives enhanced and lives saved externally. 

This is time well spent in order to avoid disengagement, poor self-motivation, high stress levels and burnout. 

Invest in your manager’s development 

Too often managers are left to plot and navigate their own journeys, even when they’re unsure of their destination. This can lead to them being unfairly labelled as underperforming. 

By investing in your managers’ development, you’re investing in the long-term success and sustainability of your organisation. Leaders can show their commitment to managers by sharing the vision, providing support, and offering opportunities for growth. 

DSC’s commitment to you 

While we can’t solve all the challenges of management, the feedback we receive from our services and the people we work with shows the positive impact DSC has at all levels. 

We’re here to “help you help others,” including your managers.  

We encourage you to sign them up for our upcoming online The Charity Management Conference on Thursday, 6 March. It’s an event where we’ll discuss the challenges that managers and leaders face. You’re also welcome to join us! 

You’ll hear from Janine Booth of Red in the Spectrum about neurodiversity awareness and from Kate Sellar from People’s Postcode Lottery about the challenges of being a manager and the rewards that come with it. 

I, along with my colleagues (including our CEO), will be sharing insights that can make a real difference. We look forward to welcoming you on Thursday 6 March! 

Register here today.