Management Skills for the Modern Workplace
The world of work has changed, and so has the role of managers.
Today’s managers aren’t just responsible for hitting targets and keeping projects moving. They’re navigating constant change, shaping culture and building trust in teams that might rarely be in the same room. They’re often the first point of contact when someone is struggling, and the biggest influence on how the majority of employees feel at work, day to day.
In fact, Gallup research shows that 70% of the variance in employee engagement can be traced back to the manager. That’s a huge impact, and a clear reason why managers need to be set up for success with fresh skills to thrive in the modern, distributed workplace.
Why traditional management training no longer cuts it
Despite this shift, many leadership and management programmes still focus heavily on process: how to delegate, how to performance-manage, how to run a one-to-one. These are all important, but they don’t touch the deeper human skills today’s managers need; skills like:
- Building trust in remote and hybrid settings
- Supporting people through rapid change
- Holding honest conversations with care and clarity
- Spotting early signs of disconnection or burnout
No wonder a recent report found that 92% of HR leaders don’t believe their managers are equipped to lead through today’s challenges (Gartner, 2023).
If managers are now the glue holding teams together, we need priortise human connection in teams and give them the skills they need to help their people see, hear, value and trust each other.
The Six Core Strengths of Connection
At Connection Heroes, we focus on six practical strengths that help managers lead with connection. Each one builds stronger teams, better communication and collaboration, and helps to create a more human, inclusive workplace.
Be Flexible – Keep an open mind, adapt to change and integrate new ideas.
This helps teams stay resilient and open to what’s next, not stay stuck in how things have always been.
Build Trust – Invite trust and create psychological safety.
This gives people the confidence to speak up, take risks, and do their best work.
Be Inclusive – Think and act in ways that include and value everyone.
This strengthens belonging and makes collaboration more effective across all kinds of teams.
Communicate & Collaborate Brilliantly – Listen, speak and write with curiosity and clarity.
This reduces friction, boosts understanding and makes teams more productive.
Be Radical Responsibility – Take full ownership of your biases, choices and actions.
This encourages accountability and shows others it’s safe to do the same.
Notice the Positive – Reframe reality to release energy and possibilities.
This lifts morale, unlocks fresh thinking, and helps teams stay focused on progress.
Bottom line
The role of the manager has changed, and the way we support them needs to change too. If we want team leaders who can meet today’s challenges and bring out the best in their people, we need to give them the skills to build better connection through their everyday decisions and behaviours.
Photo by Vitaly Gariev on Unsplash
