The amount of direction and support people receive from their manager directly impacts the efficiency and quality of their work. Without it, people are left to their own devices, have to fake it until they make it, and learn primarily through trial and error. The biggest problem getting in the way of managers delivering the direction and support people need is an overestimation of their current skills.
Management and leadership practises were once just a subject for TV sitcoms – the Office's David Brent, a master of 'management speak', was celebrated as an example of all that is bad about bosses.
But recent scandals, such as those concerning the BBC, NHS and the banking sector, have forced the debate about management and leadership up the agenda. Employers and politicians alike are now asking how our public and private bodies should be organised – and how we can prepare the next generation of leaders.
Key to the problem is understanding the difference between management and leadership, says John Kotter, Konosuke Matsushita professor of leadership at Harvard University. He fears that too often, employers use the terms synonymously.
Once upon a time there were only workers and owners, but then the age of the manager dawned. There are five million managers in the UK today, 10 times as many as there were 100 years ago. Why this the obsession with management?
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