Rx for organizational health
Carefully select and train those employees who will lead and manage your bank
By Vicki Kraai
Congratulations, you have been promoted to a manager/supervisor! Now what?
Organizational health starts with hiring people who are the right fit for the job. This starts with carefully selecting employees to lead the teams who run your bank. Let’s face it, managing people is not for everyone, but it’s such an important role in creating the culture you want and ensuring your teams are engaged and ready to fulfil the mission and core values of your organization.
This role should not be taken lightly. Putting the wrong person in a leadership role can have a negative impact on your entire organization and lead to higher turnover and disengaged team members.
I had a friend offer me some unsolicited advice recently when I had to make a tough call on a situation at my daughter’s school and was dreading what other parents would say about my decision. This mom said to me, “Good for you! You are the parent, and parenting is not for the weak!” She made me smile that day and her response is something I will never forget. She reminded me that my actions to step in and make a tough decision were warranted. Sometimes this is hard to do with parenting as well as with leading and managing people. Acting on and handling tough decisions is a part of a supervisor’s job, much like it is of a parent.
Managing and leading a team can be one of the most rewarding experiences you will ever go through in your career. But sometimes you hit a bump in the road where people don’t always act and respond as we would like them to. This is a defining moment for a leader of the team, whether they are a new or seasoned leader. Make sure to equip those managers with the tools they need for handling the tough stuff before they need them.
Equip them with tools
Not only do we need to hire leaders who are the right fit, but we also need to surround them with the right coaches, mentors and training support to help pave the road for success. When we launch a new software system or new asset/liability model, our first priority is training employees so that they can learn how to navigate and properly perform the functions of the new system—and we make a significant investment to make that happen.
Why wouldn’t we look at leading and managing in the same way? What happens when we promote someone to a supervisor or management position and we don’t give them the tools they need to succeed at being a successful leader within our organization? Many times, they fail.
Here are some best practices to help develop managers and supervisors to build great teams within the bank.