Managers fail to develop people’s skills.

Let us take a look at the third managerial sin

So once upon a time a CFO comes to CEO and asks:

"We are having more and more people asking for training's and courses, what shall we do?"

The CEO looks and CFO and answers:

"Well, let them develop we need skilled people"

But the CFO is not convinced:

"But what if they get all those skills, all that knowledge and then leave the company?"

CEO looks at the CFO and asks:

"What if they keep being stupid and stay?"

This is a short joke which was told to me by one of the trainers in one of the company's i used to work. Shortly after he quit the company and started working as a professional coach and speaker. But the very story stayed with me as i feel it has a lot of deep meaning.

Often when you ask managers about their lack of interest to their employees work employees, they try to use excuses by using big words such as “trust,” “autonomy,” and “empowerment.” This is complete nonsense.

Good managers manage, no matter how talented their employees are. They pay attention and are constantly listening giving and yes, receiving feedback.

Management may have a beginning, but it certainly has no end. When you have a talented
employee, it’s up to you to keep finding areas in which they can improve to expand their skill
set.

The most talented employees want constant feedback and
it’s your job as a manager and leader to keep it coming and to make sure it is delivered in a proper form.

If you don’t, your best people will grow bored and
complacent and eventually will make sure to develop themselves outside of the organisation.

There are many different tools and techniques you can you to quickly achieve first impact.

Some of them are:

O.I.L.S - Feedback techniqe

Skill Matrix - a simple tool to mange employees and ourselfs