From the Ask Tom mailbag –
I have appointed a new manager to my team, so I am his manager. I thought he would pick things up quicker, but he seems to be floundering. I think he will make over time, but I wanted to know if I should send him to training, get him a book on management?
If you think this new manager will make it, over time, just needs a sprinkling of managerial pixie dust, then you will hate this response. The most potent step you can take is for you, as his manager, to get directly involved.
Certainly, you could offload him into a leadership program, there are many good ones around. You could purchase a management book for him to read, but both will pale in comparison to the direct influence you can have, as his manager.
Every employee is entitled to have an effective manager with the capability to bring value to their problem solving and decision making. Your job, as his manager, is to bring that value. Easy to say, hard to do.
And just to make sure I have your attention. It is you as his manager, that I hold accountable for his output in the role. You selected him, you on-boarded him, you control the environment he works in. You are in control of his training. You are in the position of coach. You are the manager accountable for his output.