In a context where your organization is moving towards agile, the expectations of managers and employees towards managers change significantly.
Traditional managers are going through a period of great turbulence. The frequent changes and the many challenges they face require them to become agile managers.
While managers are developed and rewarded throughout their careers for their involvement in the day-to-day operations of their teams, how do they take a completely different approach when their organization takes a shift towards organizational agility?
To become agile managers, they must, among other things, rapidly develop adaptive capacity and the ability to manage uncertainty.
What are the expectations for agile managers?
In a context where your organization is taking an agile turn, the expectations of managers and employees towards managers change significantly.
How to act when you are no longer allowed to tell team members what to do and how to do it? While some responsibilities are transferred to the autonomous teams, the agile manager then becomes a coach of his team members.
So executives expect agile managers to:
- Set up and support the autonomy of their teams.
- Offer to coach and support the development of their employees.
- Support their teams in their continuous improvement process.
- Establish a work environment conducive to motivation and performance.
On the other hand, employees want their agile managers to:
- Communicate vision, purpose and maintain alignment with corporate values and strategies.
- Define the business objectives of the team.
- Let the teams determine the means to achieve the set goals.
- Remove obstacles and eliminate toxic behaviors that affect their optimal functioning.
- Secure the resources necessary for the success of their teams.
Redefining management activities and the role of the manager in an agile context
Individual coaching has become one of the best ways for managers to develop new skills and adapt their approach in a changing context.
Coaching uses different means to inspire the discovery, reflection, and integration of new ways of doing things. As such, individual coaching for agile managers allows:
- To learn to inspire the members of his team.
- Develop reflexes and skills to cope with rapid change, unpredictability, and turbulence.
The coach becomes the facilitator of your discovery process. As a partner, he offers new ways of thinking and shares observations that most people do not have the courage to tell you. He also acts as a mentor, explaining the nuances of the agile and the changes required to become an agile manager.
In a confidential and safe context, coaching for agile managers can develop the skills required to be an efficient manager-coach (“servant leader”).
Our certified coaches are former traditional managers who have successfully completed a transition to an agile management approach. They accumulate hundreds of hours of individual coaching that allowed managers to achieve their goals.
Contact us (email@example.com) for more information.