Managerial role 

        For many years, it has been emphasized that a manager is not supposed to be the boss, the manager is to be a leader and a partner. To make it possible, companies all over the world make every effort to hire the best qualified and fully professional people to fill senior management positions. Read what else you can do so that your managers are the best and willing to cooperate with the organization as long as possible.

        There are many proven ways for the managerial staff to perfectly implement the company's strategy, while managing the team well and developing it. Belowa re the three most important in our opinion.

What to focus on?

        Firstly, the right recruitment. Recruitment agencies must respond to the needs of the company in this matter, which means you need to define exactly what kind of  manager you require and what you will be responsible for. The most important competences that should be possessed by a good leader in an organization are (apart from standard skills in the field of team management, time and decision-making process) the ability to motivate and enthuse the team, freedom of strategic thinking and conducting transformations in the ever-changing reality. Adapting the right person to the company’s needs will result in fact that the specialist will not only be most responsible for achieving his and the company’s goals, but also at the same time will be able to communicate and motivate others to act. This can be checked during the Assessment Center. This customized interactive competence assessment proces, which is carried out under arranged circumstances and under the supervision of assessors, is still one of the best methods to test candidates' skills and attitudes. During individual or group tasks, the candidates, role-playing different roles (from the boss to the lowest rank employee) can get to know the nature of the work, but more importantly, present their advantages. However, it is really difficult to hide all flaws during an AC, which is why this process is considered very objective. Many companies also put emphasis on psychological tests, thanks to which one can evaluate levels of creative thinking or specific analytical skills of candidates. Recruitment, however, is only the first step to success.

        Secondly, managerial training and coaching. Development does not happen without training. However, its mere completion does not guarantee success. Just like before recruitment, you also have to be carefully prepared here. The largest companies, such as Google or Apple, focus on soft skills. The manager works with people. He must be able to communicate with the team, provide feedback (feedback), and at the same time motivate to achieve the company's goals. The emotional intelligence is extremely important in the implementation of the leader's function. These skills can be practised. Only practice will bring the right result. Solid interpersonal relationships build respect and trust within the team, but also increase the company's credibility in relations with its partners. Personalized managerial coaching is becoming increasingly popular. It takes an individual approach to the employee who is provided both professional and personal development opportunities.

        Thirdly - development plans, which, of course, should be closely related to training and coaching programmes. Every good manager should periodically prepare his development training plan. Heads should encourage managers to define their development needs. It is the employee (manager) who should be the initiator of development activities. He/she should have an impact on defining their skills and competences. When these needs are successively realized, one can be convinced that the best managers will be maintained in the organization for a long time and will effectively implement the company's goals. Investing in individual employee development strengthens partnership and bonds the employee with the organization. We can use the Development Center process or individual development plans to assess employees’ needs. Here again, in specific arranged circumstances and with the help of assessors, mentors, trainers or psychologists, the manager can check himself - which skills he lacks, which need improvement, and which he realizes in the most conscious and effective way. DC allows an employee to look at a given situation from different perspectives. The right approach to personal development and the organizational culture in this area greatly influence employees' commitment and efficiency.

        An important note to finish with - only constant investment in the development of the managerial staff will bring every company the most expected benefits.