Recent research suggests that almost two-thirds of leaders would be described in negative language by their teams. A good leader is not only concerned with leading the staff on any given team but is also aware of the leaders they are managing. Are your team leaders employees that you can be proud of, or do you spend your time interceding in their professional relationships? If it’s time to address how you manage your leaders, take a look at our top strategies:

Selection is key

Most candidates know how to appear pleasant in an interview. They are cooperative, affable and say all the right things. But it is only once they are in the job you can separate the wolves from the sheep. It is easy to say that you only ever use positive reinforcement with your team whilst in an interview room, but it’s much harder to do this in practice. Many bosses turn to references to tell them how a person might manage their team, but even references may not give the whole story. But as a good manager yourself, it is important to put the time into providing your team with a good boss. So what’s the solution?

Select via promotion

Promotion is a key selection strategy that will help you avoid bringing unknown bullies into your organisation. It may be tricky to promote a team member into a position of leadership over their old team. But you can avoid potentially awkward relationships amongst your staff by promoting from across different company departments. The key here is to think carefully about your employee’s transferable skills. They may have talents they have never considered, but which you, as their boss, can see clearly. So when choosing middle managers, think carefully about your existing staff: is there a team member who is ready to move on to leadership?

Training is important

No matter what your chosen leadership style, you should consider training a key component of it. Vitally important for your team, it is also a priority when you employ a new leader. Regardless of whether you are employing from inside or outside the company, the role will be new. To head off adverse leadership styles and to minimise bad habits, ensure that you provide training for your leaders as soon as they start in their new role. This will ensure that they will immediately start developing a culture that will do your team justice.