Managers Matter

• Empowering Units: Managers have a significant role in influencing employee satisfaction, success, and perception of well-being. They are key players in keeping their team engaged and committed.
• Guiding Staff: Managers are crucial in steering performance, engagement, and retention. Simply put, they have a big say in how team members feel about their work.
• Connecting Teams: Managers are the bridge connecting senior leaders and frontline teams. They make sure everyone communicates well, puts plans into action, and meets goals.

• People Join Companies, but Leave Managers: McKinsey calls this “The Boss Factor”. Managers play a decisive role in retaining talent and ensuring a positive culture. The program helps managers become leaders that people are eager to work with and grow under. 
• Many Organizations Lack Management Training: Shockingly, 58% of managers admit to not receiving any management training. The program addresses this gap by equipping managers with these essential skills.
• Supervisors Impact Employee Retention: A staggering 1 in 2 employees have left a job to escape an unsatisfactory manager. The program boosts managerial competence as well as overall job satisfaction and retention rates, which benefits employees and the organization.
• Coaching Skills Boost Business Results: Organizations that prepare managers to coach effectively are proven 130% more likely to yield stronger business results. They also enjoy a 39% higher likelihood of superior employee performance through enhanced engagement, productivity, and customer service. The program provides an intensive three-day session to supervisors of participants to help provide personalized guidance.  These sessions improve skills and performance, ultimately contributing to better overall results.
• Engagement Drives Performance: The levels of engagement and the quality of experiences that employees report vary by up to 70% depending on their manager's impact. Engaged employees are more productive, innovative, and committed. Through enhanced leadership capabilities gained in this program, managers become the driving force behind a culture of high engagement. This leads to elevated team performance and overall organizational success.
• Senior Employees are Key to Talent Development: Managers are critical in identifying and nurturing talent within an organization. They provide valuable mentorship and guidance to junior employees, fostering a culture of continuous learning and growth. A study by the Corporate Leadership Council found that companies with effective managers experience 9% higher employee growth rates.  Through this program, managers become an essential part of the organizational talent pipeline, ensuring a thriving and capable workforce for the future.

During the program, participants will:

• Use tools, processes, practice, group discussions, and mentoring to build behaviors step-by-step.
• Establish and pursue individual management/personal improvement goals.
• Participate in 12 group sessions, three hours in length, every two weeks.
• Complete individual action assignments between group sessions.
• Participate in bi-weekly coaching sessions with their immediate supervisor.
• Provide ongoing feedback.
• Share their ‘Success Story’ at the end of the program. 
• Co-author a letter of accomplishment.
• Review individual goals to identify opportunities and demonstrate growth.

By completing the program, graduates will:

• Grow the skills, knowledge, mindset, and habits of an effective leader.
• Define what it means to be an impactful manager.
• Become more effective through personal organization and planning.
• Learn to build stronger and more sustainable work teams, allowing managers to focus on strategic priorities.
• Gain skills to effectively communicate, clarify expectations, resolve conflict, and supply feedback.

• Customization: Each unit has its own distinct characteristics and challenges. The program is not a one-size-fits-all. Organizers collaborate closely with you to understand your specific concerns, tailoring the curriculum and wrap-around services to align with your operational needs, team dynamics, and overarching unit goals.
• Internal Coaches: Supervisors who serve as coaches begin the journey with a robust coaching workshop. This workshop allows them to fine-tune their skills and deliver meaningful one-on-one interactions. Throughout the program, regular check-ins ensure both coaches and participants stay aligned and progress effectively. It also allows the internal support team to recalibrate based on their feedback.
• Long-term Success: Habits are contagious and require little to no added mental effort. The habit-building campaign reinforces the continual practice of newly learned concepts and skills long after the program concludes. Additionally, check-ins at 3 and 6 months ensure participants’ continued success.

Metrics such as participation rates, completion rates, and average assessment scores are paired with feedback about program quality, and participant experiences are collected to better understand the program's impact. This ensures an alignment with the program's goals, department's objectives, and desired outcomes.           

While learning outputs like participant reactions and completion rates are informative, they provide only part of the picture. To capture the full impact, it is critical to track long-term outcomes. This may include promotions; internal transfers; and performance improvements surrounding departmental priorities such as stewardship, safety, and reliability.

• Cohort Two, Utilities and Energy Management, Fall 2023
• Cohort One, Utilities and Energy Management, Spring 2023

• McKinsey, The Boss Factor, 2020
• Forbes, 10 Shocking Workplace Stats Your Need to Know, 2018
• Gallup, State of the American Manager Report, 2020
•  ICF Global Coaching Client Study, 2009; Bersin & Associates, 2012
• Gallup, The State of the American Manager: Analytics and Advice for Leaders, 2015