What do you do if your managers lack the essential skills for effective team management?

You need to assess the current situation, as the Executive Coach, on the skills and abilities of your managers. You need to ascertain the gaps between the expectations of your Clients and what is delivered by your Team. You can use classical methods like interviews, quizzes, feedback forms, discussions and brainstorming sessions with your Team for above assessment. You need to communicate effectively with your Team, guide them and provide needed resources for them to perform effectively.

In addition to assessing the current situation of your client and their team, it is vital to incorporate the concept of Emotional Intelligence (EI) into the evaluation process. Emotional Intelligence involves the ability to recognize, understand, and manage emotions in oneself and others effectively. By assessing the emotional intelligence of your client and their team members, you can gain insights into their communication styles, collaboration tendencies, and overall team dynamics. Understanding and enhancing emotional intelligence can lead to improved leadership skills, enhanced team cohesion, and more successful goal achievement within the organization.

When managers lack key skills, first identify specific concerns. Provide constructive feedback focused on behaviors, not character. Encourage them to seek mentorship or coaching and offer support by sharing resources on leadership development. Promote a culture of peer support for shared learning. Work on setting clear expectations together and focus on your own skills development to adapt. If issues persist and impact performance, consider involving HR or higher management as a last resort, ensuring you’ve attempted other solutions first. Approach the situation with empathy, aiming to foster a positive work environment.

If your managers lack essential team management skills, encourage a shift towards awareness and presence. Begin by observing without judgment, recognizing areas for growth. Emphasize the importance of mindful leadership—being fully present with the team, listening deeply, and fostering an environment of openness and trust. Encourage them to engage in self-reflection, identifying their inherent strengths and areas for development. Through conscious leadership practices, such as mindfulness exercises and compassionate communication, managers can develop the skills necessary for effective team management, transforming challenges into opportunities for growth and fostering a harmonious, productive team dynamic.

Incorporate Positive Psychology into goal-setting by focusing on strengths, virtues, and optimal functioning. This approach helps clients identify and build on their strengths, develop a positive mindset, and create a fulfilling work environment that drives team success.

As the Executive Coach, you need to define the desired outcomes out of your coaching processes and explain to the members of your Team. You need to set specific and achievable goals. You can use classical methods like SMART (Specific, Measurable, Achievable and Time-bound) Framework for the above purpose. You can collaborate with your Client to identify indicators and metrics to assess the progress in your project.

In addition to developing an action plan using frameworks like the GROW, COACH, or STAR models, integrate the concept of Resilience into the coaching process. Resilience involves the ability to bounce back from setbacks, adapt to change, and thrive in challenging situations. By promoting resilience in clients, coaches can help them navigate obstacles, maintain focus, and persevere in achieving their goals despite difficulties. Building resilience equips clients with the mental strength and flexibility needed to overcome adversity, stay motivated, and succeed in their leadership roles.

"Empowerment comes from action." - Marie Forleo Developing an action plan is not just about setting goals; it's about creating a roadmap for success. By outlining clear steps and actions, you're not only helping your client visualise their path forward but also empowering them to take ownership of their journey. Utilising frameworks like the GROW, COACH, or STAR model provides structure and guidance, ensuring that every aspect of the plan is thoughtfully considered. Remember, action is the key to transformation, and together, we can navigate this journey towards fulfillment and growth.

The next logical step is to develop an action plan outlining the methods and processes to achieve the set goals. To guide your Client, you can use classical models like "GROW" standing for 'Goal, Reality, Options and Will'. Along with your Client, you can identify causes of constraints and allocate needed resources to achieve the desired objectives.

Explain your reasons why you think this situation is happening. You might be right or wrong. If you are right probably a correction will follow.

You need implement and monitor the action plan devised, in collaboration with your Client. You need to continuously update and guide your Client during every stage of the implementation of the devised plan. You can use proven techniques to evaluate the progress in project implementation as per your plans. For this purpose, you can use classical methods like interviews, quizzes, feedback forms and brainstorming sessions.

You need to closely monitor the progress in your project, to evaluate and adjust the action plan in collaboration with your Client. For evaluating and analysis of the project outcome, you can use classical methods like interviews, surveys, feedback forms and reports. You need to support your Client to revise or modify the execution plan, to meet the desired objectives.

It is essential that your managers are equipped to manage teams effectively and if they are not then you should first assess the situation to understand if the gaps are with the skills of your managers or they need support/guidance. Management has different stages and every manager goes through them and will differ from each other and hence you need to find where you have to spend time in coaching versus just being supportive. There might be scenarios where you need to create a plan for the manager and monitor closely to reflect and readjust if needed wherein in another scenario you just to provide minor guidance. Its important to give opportunities along with room to make mistakes and learn from them either your support.

In my experience everyone has room for growth, and supporting your manager’s development benefits the entire team. Approach your manager respectfully and share specific observations. Highlight areas where improvement is needed. Be tactful and focus on solutions rather than blame therefore provide constructive feedback. Lead by example, model the behavior.Demonstrate effective communication, emotional intelligence, and organization. Show your manager how these skills positively impact team dynamics.

Addressing the issue of managers lacking essential skills requires a comprehensive approach that includes assessment, targeted training, personalized support, and a culture that promotes continuous growth and development. I would identify Skill Gaps and Encourage Peer Learning: Facilitate peer learning groups where managers can share experiences, challenges, and best practices. This can help managers learn from each other and build a supportive network. Also, Implementing a 360-Degree Feedback Process would be a great decision: This feedback process can provide managers with insights into how their behavior and management style affect their team. Constructive feedback from peers, superiors, and subordinates can be invaluable.