In today’s fast-paced corporate world, many managers find themselves navigating uncharted territory with limited resources and training. At least 60% of managers currently in leadership roles lack adequate preparation to manage effectively. This pressing issue stems from a widespread gap in training—many companies promote individual contributors to managerial positions without providing them the tools they need to succeed.
Elena Agaram Gamova, a talent development leader and founder of Shift, recently discussed this issue on the People Managing People podcast. Her insights highlight how companies can empower managers by focusing on holistic development through the Five Pillars of Wellbeing. Here, we delve into her strategies to support managers and ensure sustainable growth for both individuals and organizations.
Challenges Facing Today’s Managers
Over the past few years, managers have faced significant shifts in workplace dynamics, including remote work and dispersed teams. Many struggle to juggle competing demands while receiving limited guidance on managing their teams, careers, and personal lives. Often, they are promoted with minimal training, such as perfunctory onboarding sessions that focus more on tasks than on people management.
Managers are often caught in the middle—managing down, up, and sideways—with little time to strategize for their teams or their own career development. Without proper mentorship and support, they face burnout, dissatisfaction, and inefficiency.
The Five Pillars of Wellbeing
To address these challenges, Elena advocates integrating the Five Pillars of Wellbeing into talent management. These pillars provide a holistic framework to help managers thrive in their roles:
1. Physical Movement
Physical health is foundational to creativity, productivity, and decision-making. This isn’t about achieving a certain body image but rather about maintaining overall health through proper sleep, stress management, and activities that bring joy. Encouraging managers to proactively care for their physical health can significantly enhance their performance.
2. Mental Resilience
Building a growth mindset is essential for navigating challenges. Managers need tools to stay mindful of their thoughts, avoid negativity, and foster resilience. A manager’s mental well-being directly impacts their ability to make sound decisions and support their teams effectively.
3. Career Fulfillment
Career fulfillment ensures managers are engaged and motivated. Organizations must ensure that promotions align with individual aspirations and capabilities. A technical expert, for instance, may excel as an individual contributor but struggle with people management. Aligning roles with personal goals fosters long-term satisfaction.
4. Social Connections
Strong networks and supportive communities are vital. Managers benefit from mentorship and peer groups that allow them to share challenges, celebrate wins, and exchange resources. These connections provide a sense of belonging and help managers navigate their roles effectively.
5. Nutritional Education
Nutrition plays a surprisingly significant role in performance and energy levels. Managers often overlook this aspect, but maintaining proper nutrition can improve focus, reduce stress, and enhance overall well-being. Organizations can offer resources or workshops to educate employees about healthy eating habits.
Actionable Steps for Organizations
To empower managers, companies must adopt a proactive approach:
- Provide Comprehensive Training and Mentorship: Offer practical training on people management and mentorship programs to guide managers through transitions, especially those who move from peer to leader roles.
- Develop Supportive Communities: Create peer learning environments, such as manager working groups or coaching sessions, where leaders can share experiences and resources.
- Encourage Proactive Health Practices: Allocate time for managers to focus on their well-being without it feeling like an added burden. Reward participation in well-being initiatives to foster a positive culture.
- Align Roles with Career Goals: Ensure that promotions align with employees’ aspirations and skill sets. Regularly check in with managers to evaluate their career fulfillment.
- Measure and Monitor: Use metrics like retention rates, team performance, and employee progression to assess managerial effectiveness and pinpoint areas for improvement.
Shifting from Reactive to Proactive Management
A common pitfall in organizations is a reactive approach to management. Companies often prioritize short-term goals over long-term development, perpetuating a cycle of inefficiency. Proactively addressing the Five Pillars of Wellbeing can mitigate issues like burnout, absenteeism, and high turnover rates. By investing in managers’ well-being, organizations save on preventable costs and build a sustainable, thriving workforce.
Building a Better Future for Managers
Empowering managers through the Five Pillars of Wellbeing isn’t just about improving individual performance; it’s about creating a culture where people feel valued, supported, and prepared to lead. By fostering holistic development, companies not only enhance managerial effectiveness but also position themselves as desirable places to work for years to come.
To learn more about these strategies and how to implement them in your organization, visit Elena Agaram Gamova’s platform, Shift, or listen to her full conversation on the People Managing People podcast.
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