While managers play pivotal roles in helping determine company success, businesses failed to make the right management decisions for their companies an estimated 82% of the time, a new report from Gallup asserts.
The “State of the American Manager: Analytics and Advice for Leadership,” also estimates that only one in 10 people possess the talent combination necessary to manage successfully.
Gallup’s research was undertaken to deliver an in-depth analysis of the characteristics outstanding leaders possess. The analysis is based on extensive talent research conducted over the course of four decades.
The study focused on some 2.5 million manager-led teams from 195 different countries and featured analysis to measure the engagement of 27 million employees.
Gallup asserts that great managers are so rare because most people simply do not possess the combination of unique traits that define “high talent” managers.
Defining Talent
Gallup’s researchers defined “talent” as a natural capacity for excellence.
Researchers defined manager talent using five dimensions that combine to create that one person out of 10 who is truly qualified to lead. The dimensions are:
- Motivator – These managers constantly challenge themselves and their teams to consistently improve while delivering distinguished performance.
- Assertiveness – These managers tackle obstacles, adversities and resistance.
- Accountability – Managers with this talent dimension assume responsibility for their teams’ success and create a structure that enables attainment.
- Relationships – Managers who possess this talent build positive, engaging work environments while forging strong relationships with employees and clients.
- Decision-making – Managers with this talent solve problems by thinking ahead, planning for contingencies, taking an analytical approach and balancing competing interests.
Why High Talent Levels Matter
Managers who demonstrate all five dimensions of are described as high talent by Gallup. Researchers found that managers with high talent are:
- More likely to be engaged – In a study of 2,551 managers, Gallup discovered that 54% of managers with high talent are engaged at work. This is twice the percentage of managers who are described as possessing limited talent.
- They make better brand ambassadors – High talent managers tend to ensure they and their employees know and understand brand promise and how to deliver on it.
- They focus on strengths – High talent managers are more likely to focus their energies on employee strengths. Sixty-one percent of managers with high talent said their approach is strengths-based.
A Gallup study of 1,003 U.S. employees found that 61% of employees who felt their managers focused on their strengths reported engagement at work. That is twice the average (30%) of U.S. workers who report being engaged nationwide.
Finding the right talent for the job, Gallup concludes, is critical for company success.
High talent managers are able to naturally engage their teams and customers while retaining high performance employees and creating a culture that drives performance and productivity.
