Building world-class managers to lead the teams of the future.
THE MANAGER LAB
An innovative and interactice MANAGER DEVELOPMENT ECOSYSTEM focused on building essential manager skills in the flow of work.
THE ECOSYSTEM PHILOSOPHY
ASSESS
Competence and confidence in the essential manager skills needed to be world-class
LEARN
In an engaging, innovative, practical and flexible way that meets managers where they are
PRACTICE
On the job actions to change behavior and build habits in the flow of work
EMBED
Through safe community space to learn, share best practices and get support
Measured through self and team assessment on essential manager skills
Experienced through Skill Labs, multi-day Immersions, and a self led digital experience
Activated through
5-minute daily
micro-lessons with MANAGER365 by
Brought to life by regular manager community events that enable learning at scale
FUELED BY REAL-TIME DATA, ANALYTICS, AND INSIGHTS THE ORGANIZATION AND THEIR MANAGERS
WHY MANAGERS MATTER
increase in productivity and profitability
According to Gallup managers influence up to 70% of their employee's engagement.
Engaged employees are 2X more productive than disengaged employees.
Engaged employees drive 23% more profitability.
Employees who have a great manager are more likely to stay longer and tolerate a poor company.
THE IMPACT THEY HAVE
higher engagement, less attrition, less burnout
Employees who feel recognized and appreciated by their manager are 4X more likely to be engaged.
Employees who feel their manager is invested in their career are 27% less likely to struggle with burnout and 38% less likely to be looking to leave.
42% of people who left their role in the last 12 months said their manager could have prevented it.
INVESTMENT IS NEEDED
development increases engagement and performance
44% of managers say they have had no formal training.
Those who have taken part in a development experience see an engagement increase of 22% and their teams are 18% more engaged.
Manager performance metrics are enhanced by 20-28% and this holds steady up to 18 months after the development experience.
THE MANAGER LAB APPROACH
ASSESS
We start with being clear on what is expected of managers to be world-class, then assess competence and confidence in these essential skills.
LEARN
We deliver learning in an innovative, practical way through 90-min Skill Labs, multi-day immersions or self-led paths, meeting managers where they are.
PRACTICE
Learning is applied on the job with daily micro-lessons driving actions to practice and build the habits in the essential skills, extending the learning beyond the 'moment'.
EMBED
We tap into the manager collective by creating spaces to learn from peers, share best practices, embed habits and engage in a manager community.
This ecosystem is fueled by individual and organization-wide data and analytics delivering real-time data insights on manager engagement, sentiment, areas of strength and development gaps.
WHY MANAGERS MATTER
They have an outsized impact on employees, teams and the organization. Their development is essential to engaged, productive employees and a profitable business.
Managers are responsible for 70% of employee engagement
Engaged employees are two times more productive
Engaged employees drive 23% more profitability
Managers have a huge impact on the organization
Employees who feel they are recognized and appreciated are 4X more likely to be engaged.
Employees who feel their manager is invested in their career are 27% less likely to struggle with burnout and 38% less likely to be looking to leave.
Of the people who left their roles in the last year 42% said their manager could have done something to prevent it.
52% of managers say they don’t feel properly trained
44% say they have had no formal training
And yet they don't feel prepared to lead their teams
When organizations invest in manager development they face multiple challenges
Senior leadership drastically underestimates the power thier managers have on the organization
They fail to see the impact that managers have, and often don’t think about it in real terms. They are so far away from the employee experience that they do not see the person their employees interact with most on a day-to-day basis is their manager, they make or break the expereince. Peole don't leave bad companies, they leave bad managers.
Organizations are wasting their time and money of develpment interventions that are outdated and don't work
Many organizations are still pulling managers from their day job to learn something new and then sending them back to it with no form of accountability and no way of knowing what has changed. The learning is hyperthetical and not grounded in their real-life day-to-day challenges, making it difficult to practice and apply.
When we do get manager development right we are often focused on developing the wrong things
We focus on the 'moments that matter' to the employee, the moments we expect managers to take action e.g. performance review, compensation, career discussion. These are all prices driven moments, the manager makes a difference in every single interaction, not just the ones that require them to fill in a form or input into a system.