Five ways to be a high-impact manager

How can managers lead change, develop talent and embed inclusive practices? Managers with experience in everything from aeronautics to clinical psychology discussed this question at a recent CMI web event (available to watch here on demand).

Here are five things we learned.

1. There’s power in vulnerability

“Recognising my mistakes is not a weakness,” said Daniela Pasquariello. “It shows I don't think of myself as flawless, but as a person who can learn.”

Daniela, who has over 20 years’ experience at aeronautics corporations, says teams want leaders they can trust. This means fostering psychological safety. 

She shared a story of joining a team that was so scared of admitting errors that no one looked each other in the eye. She resolved to change things. When she made a bad decision, she told her leader, apologised and asked to work together to find a way forward. 

From that moment, the team had a whole new dynamic. 

“I showed them that you can be human,” she said. “The silence became a conversation about how to implement a new way of working and improve.”

2. Before you can lead well, you have to think well

Dr Petra Gwilliam highlighted how impactful management may demand new mental skills – such as becoming more aware of the present.

“We often go around on autopilot,” said Petra. “I do a lot of work with leaders on having contact with the here and now, not dwelling on the past or worrying about the future.”

Petra is the founder of psychological support organisation PsycholoBee. She incorporates clinical psychology, coaching and consultation into her management style. 

She also works with her clients on the practice of acceptance – the ability to notice our experiences without being defined by them. 

“This includes being willing to experience discomfort in our thoughts without avoidance,” she said.

3.  You have to keep your feet moving

Kim Morrow stressed the need to move inclusivity “from a conversation to a commitment”.