The good news is that there are some simple, logical steps to take to help those managers become more effective. Much of this hinges first on clarifying expectations. First up, you need to set the objectives for every level – from the organisation as a whole, down to the individual. Once that's done, it's a matter of identifying the skills, knowledge and behaviours that a manager will need in order to help meet those objectives.
By defining their role in this way, it quickly becomes easier to tell where a manager needs development – it's just a matter of plotting what's actually happening against what should be.
Competency Statements can help make these expectations clearer, while a development plan may be the perfect way to chart progress, and match managers up with the resources to help them.
By clearly establishing and communicating managers' roles and expectations, you're helping to ensure the organisation is fostering a more consistent management model. And once managers are displaying the desired knowledge and behaviour, that will very quickly spread to their respective teams.