Being a leader in charge of managing managers brings unique challenges. Unlike managing junior staff members, managers have multiple responsibilities, including team performance, supporting their team, and juggling their own workload.

In this blog, we will explore three key tips that will help you to become a more inspiring and impactful leader to the managers in your organisation.

1. Embrace different management styles

It is important to acknowledge that each manager may have a unique management style, different from your own. Rather than expecting them to think, communicate, or lead in the same way as you, try to embrace their individuality. It is important to understand that there is no right or wrong way to manage or lead. Just because you have more experience does not mean your approach is better. You can do this by encouraging open conversations about different management styles. Help managers develop their own style by asking non-confrontational questions when they approach a situation differently – get curious about what you can learn from their approach. By normalising diverse approaches, you empower managers to become the best versions of themselves rather than poor imitations of you.

2. Foster trust and autonomy

One of the biggest sources of tension between managers and their direct reports is the lack of trust. Managers need to feel trusted to perform their roles effectively. To establish trust, avoid micromanaging and try to let go of the need to control every aspect of their work. Instead, delegate the desired results, rather than dictating the step-by-step process. Discuss how you can add value to their work, whether it’s providing guidance, acting as a sounding board, or navigating internal politics on their behalf. Acknowledging their expertise and empowering them to shine will foster a sense of trust and autonomy, allowing them to excel in their roles.

3. Provide ongoing support

Even experienced managers require support, although it may look different. Create an environment of psychological safety by encouraging open conversations about how you can support them. Ask for their feedback on what you do that helps or hinders their work. Listen attentively, reflecting on the feedback without becoming defensive. Make sure that you provide the necessary coaching, training, or resources they need to grow. Keep in mind that learning and development should be an ongoing process rather than a one-time event.

Effectively managing managers requires a unique approach and mindset. By embracing diverse management styles, fostering trust, and providing ongoing support, you can create an environment where managers excel and feel empowered. Remember, it is not a one-time task but an ongoing commitment to their growth and success. Stay attuned to their workload, address burnout risks, and advocate for their well-being. By investing in their growth and well-being, you enable them to thrive as leaders and you will too.

We have a brilliant programme specifically designed to provide managers and leaders with the support, training, and community they need to excel in their roles coming soon. Don’t miss out; sign up for our early bird list to stay informed.