Managers of managers have a responsibility to develop their reports, especially in terms of coaching acumen, core skills and understanding their needs, writes Art Petty. “Focus so hard on what your manager is trying to share, that, to paraphrase consultant Tom Peters, ‘If you aren’t sweating after a conversation, you weren’t really listening.’ ” Petty writes.



Managers as a class mostly get a bad rap in our world. From the pointy-headed boss in the “Dilbert” comic strip to the Michael Scott character of television fame to a nearly endless barrage of articles and blog posts suggesting leading is good and managing is less good, it’s pretty clear the role needs an upgrade or a new spokesperson. Or both.

Sure, there’s a seeming oversupply of knuckleheads in our workplaces that give inspiration to our bad managers of comic and sitcom fame. “Raise your hand if you’ve ever worked for one of these lousy managers. OK, EVERYONE, put your hand down now.”And while there are more than a few great reasons to satirize and artistically skewer the worst of these characters, remember that managers serve as that critical middleware between vision and strategy and execution and outcomes.

Great managers bring ideas to life with and through others. They promote learning, guide people’s development and help bring our values to life daily.It’s imperative to get manager management and development right, and the responsibility falls squarely on the shoulders of top leadership.

A Great Manager is Hiding in Your Past Somewhere

Ask every successful person you know about the role models in their professional careers, and there’s a great manager in the story somewhere.