THE NEW PEOPLE MANAGER ROLE REFERENCE MODEL

What is the new role reference model for People Manager to go beyond the current remote management of people?

The main theme is “how” to express the role differently and “why” to do it differently.

Remote working systems do not thrive under “push” modes of command and control. Not because they don’t work at all, but because it’s much more expensive to implement them and, over time, more alienating to people.

Today, the issues of delegation, trust, accountability, agility and simplification are back to the surface in a powerful way and although commonly accepted and known for some time, often do not find decisive application. It seems that many managers prefer to deal with the negative consequences of command and control (passivity, resistance, micro management) than with the negative consequences of accountability (loss of control, management of the growth of people’s expectations, different approaches to problem solving).

Accountability and delegation are not only short-term actions, but are guiding objectives and principles to strive for and work on regardless of the level of people. Often the result is a function of the true leadership of the manager.

Luca Fenati – CEO & Founder Fluxus hr.