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The manager gap — 7 questions for People leaders

I'm trying to understand how People teams experience the gap between the support they give managers and what actually shows up in how those managers lead. Your individual answers are anonymous, I'll only ever share findings in aggregate, never attributed to a person or company.

- Mick

What best describes your role?

What best describes your role?
A
B
C

How confident are you that your manager enablement efforts actually show up in how managers lead?

How confident are you that your manager enablement efforts actually show up in how managers lead?
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B
C
D
E

In your experience, what's the #1 thing managers know they should do but consistently fail to do in practice?

In your experience, what's the #1 thing managers know they should do but consistently fail to do in practice?
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B
C
D
E
F

What do you currently do to try to close this gap - to make sure manager enablement actually translates into changed behaviour?

If you could wave a magic wand and fix one thing about how your organisation currently develops managers - what would it be?

How does manager enablement feature in your People team's priorities for this year?

How does manager enablement feature in your People team's priorities for this year?
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B
C
D
E

If a tool could analyse how managers actually lead — based on their real conversations — and deliver coaching directly to the manager with no visibility to HR, how would you feel about rolling that out?

If a tool could analyse how managers actually lead — based on their real conversations — and deliver coaching directly to the manager with no visibility to HR, how would you feel about rolling that out?
A
B
C
D
E

What's the main reason behind your answer?

Want the research findings when they're ready?