There’s been a lot of noise and speculation around the demise of traditional managerial roles, particularly at the middle management level, with many functions being taken over by technology.
This raises the age-old question, “just because you can, should you?”.
Sure, on a spreadsheet it can look like a smart decision and, let’s face it, sometimes can make sense. BUT getting too heavy-handed with the razor does come at a cost, making the enduring relevance of managers and leaders in contemporary businesses arguably STRONGER than ever.
So, where does management fit in for businesses today and in the future? And why shouldn’t we be in too much of a rush to hand over the reins to R2-D2 any time soon?
How the sands have shifted
It should go without saying, one of the biggest challenges for business has been grappling with escalating complexity fuelled by rapid technological advancements. Although digital tools have allowed greater autonomy, there still is a need to:
- orchestrate disparate teams
- align objectives, and
- maintain operational coherence.
The risks of autonomy without guidance
And here’s the thing, no matter how you slice or dice it, an unsupervised workforce harbours unbridled challenges.
Firstly, and most importantly, it can foster disengagement and diminishing accountability among employees. While autonomy delivers empowerment and many other positive benefits, in some circumstances it can also breed complacency and dilute organisational cohesion. Managers serve as custodians of purpose, offering guidance, support and nurturing accountability to ensure sustained productivity and integrity.
Moreover, the absence of effective management can lead to a whole range of organisational troubles, ranging from flawed decision-making to interpersonal conflicts. Afterall, if there’s a problem, and you’re one of 200 managed through automation processes AND needing a numbered ticket to raise your concerns to the next level up, you can see how things can soon fall apart.
Managers skilled in conflict resolution and decision-making are better equipped to steer others in the right direction, keep teams engaged, and working in a safer and more inspiring environment – even when remote.
Implications for Digital and Business Success
There’s no denying that business success these days hinges on agility, innovation, and adaptability. Herein lies the pivotal role of managers in fostering a culture of innovation, collaboration, and shepherding organisational change and adaptation.
Not only that, managers serve as conduits between technological prowess and strategic imperatives, bridging the divide between digital tools and business objectives. Their ability to decipher technological complexities and align them with business goals is indispensable.
Furthermore, as we’ve discussed many times before, without a watchful eye on digital initiatives and data (because, yes, there can be mistakes and things can go horribly wrong), it takes human intelligence and an engaged team to spot issues and say
- “hey, this is not working right” or
- “this doesn’t make sense”
to make sure the technology is delivering as it should. (And, ok, that the robots aren’t taking over either!)
Why cultivate management and leadership
Robust management and leadership development programs not only augment individual performance but also fortify business and organisational resilience.
Furthermore, fostering a pipeline of future leaders through effective management development ensures:
- organisational continuity, and
- guards against the challenges that change brings.
As managers are the central pillar supporting the organisation’s survival and growth, managers need to be developed if they are to keep the tradition of success going.
If you would like to develop management and leadership skills that will help you to lead a team that will take your organisation into the future, our management skills training for managers and leaders is a great place to start.
To learn more or chat about other training and development options, contact us here to arrange a FREE training and coaching proposal.
