What is it about?
Conventional thinking has pushed too much onto line managers and given them an impossible task. Popular notions, such as we should invest differentially in high potential, or pivotal staff, or that leaders must win hearts and minds are damaging. This article proposes a process of shared management that is better suited to today's world and that leads to improved levels of employee engagement and business profitability.
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Why is it important?
New ways of working are making current line management structures and processes unviable. Instead we need shared management structures that spread people management responsibilities so that individuals get the attention they need, when they need it. We also must establish longer-term approaches to career development that ensure everyone keeps pace with change. This article sets out two key solutions to suit today's new world
Perspectives
The big business challenge is to manage change and create innovation. We can only do this if we engage and develop people in line with our vision and goals. For most of us, this means developing new Leadership styles and new processes to support these. We must take a fresh look at ourselves and how we do things. PThis publication is an invaluable resource.
Janice Caplan
Read the Original
This page is a summary of: Develop and engage all your people for business success, Strategic HR Review, February 2014, Emerald,
DOI: 10.1108/shr-11-2013-0105.
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