For new managers, stepping into a leadership role is both exciting and challenging. As they embrace their growing responsibilities, they often bring novel ideas and expectations about what they can accomplish and the positive difference they can make. They also may find that initiating significant change can feel like navigating a web of bureaucracy.
As they learn about approval chains and authorizations and hear differing opinions from stakeholders they have not yet won over, supervisors may feel paralyzed by the considerations, or at minimum, as though they are constantly pushing away one roadblock or another. As progress stalls, that enthusiasm can dissipate while frustration bubbles up.
A survey from Harvard Business Review revealed that two-thirds of employees—and nearly 80% in large organizations—believe bureaucracy significantly impedes decision-making. [1] Whether through excessive processes, siloed departments or competing priorities, the effect is typically the same: reduced agility, slower execution and managers caught in the middle.
What can be done about these challenges?
Learning & Development (L&D) teams have an opportunity to provide solutions and shine a light on why the structures exist. Equipping supervisors with tools to clear through the clutter, L&D plays a vital role in streamlining operations and enhancing organizational health.
The Multi-Faceted Challenge
It is first important to acknowledge that bureaucracy is not all negative. The systems within companies often provide needed checks and balances to ensure integrity and value when delivering products and services. However, when the bureaucratic facets of an environment are not designed with intentionality, that’s when negative behaviors and attitudes dominate, making it difficult for employees to thrive.
Corporate complications are not always the result of large organizational structures. They may manifest in the ways people operate within that environment. In many businesses, managers work across different functions, advocate for competing agendas and aim to gain consensus from stakeholders who don’t always have the same goals in mind. A recent survey revealed that 79% of people leaders said they would benefit from more training to execute on those responsibilities. [2]
Five Ways L&D Can Help Managers Navigate Complexity
1. Provide Training in Stakeholder Management
When multiple voices have an impact on decisions, technical knowledge is not enough. People leaders need to master the art of persuasion, especially when considering that stakeholder-oriented companies yield higher returns. [3] In my experience, recognizing and building circles of influence helps us realize we have more agency than we imagine. L&D can empower supervisors to broaden their spheres by offering training that provides tools and insights into:
- Mapping key stakeholders as well as understanding their wisdom and perspectives
- Navigating conflict and competing interests with empathy
- Communicating proactively to gain buy-in and negotiate trade-offs
2. Build Feedback Fluency
In a study of global employees, 72% of survey respondents rated “managers providing critical feedback” as one of the most impactful elements of career development. [4] L&D can elevate communication competencies and create a culture where input is valued by focusing development efforts on:
- Delivering clear, actionable evaluations that align with organizational goals
- Receiving critiques from executives and direct reports with openness and curiosity
- Normalizing feedback as a tool for continuous alignment and a growth mindset [5]
3. Strengthen Critical Thinking and Perspective-Taking
Critical thinking is one of the most common employee skills gaps. [6] When decisions get stuck in bottlenecks, it’s often because supervisors are waiting for permission or unsure of the best next step. L&D can help people leaders assess risks and move forward with confidence by including training on:
- Identifying assumptions and biases in decision-making
- Balancing short-term pressures with long-term outcomes
- Considering multiple perspectives to improve actions
4. Close Team Knowledge Gaps
Complexity is often introduced when teams lack the competencies or knowledge to act independently. In fact, 64% of managers don’t think their employees are able to keep pace with future skill needs. [7] When staff are capable and confident, decision-making can be decentralized, reducing the burden on supervisors and speeding up execution. L&D can shift the dynamic by:
- Conducting skills assessments to identify gaps
- Offering targeted upskilling programs that empower teams
- Encouraging knowledge sharing and peer mentorship
5. Elevate Delegation as a Strategic Skill
Delegation is often misunderstood as “handing off tasks.” In reality, it distributes authority in a way that builds trust and capacity. When delegation is done correctly, leaders experience a 33% increase in revenue. [8] Reframe mindsets by:
- Delivering techniques to coach, not micromanage
- Providing tips to create clarity around roles and expectations
- Exploring common concerns about empowering direct reports [9] with more responsibility
BONUS Tip for Emergenetics Practitioners
Promote timely decision-making and reduce the negative practices associated with bureaucracy using the exercise outlined below. In a team or individual setting, invite staff to share their Profiles to:
- Identify which Thinking Attribute is most preferred and its implications on the way work gets done
- Determine the most prevalent third for each Behavior and discuss the commonalities and differences in the group’s actions
- Reflect upon how one’s Profile supports group or individual objectives and projects
- Review distinctions and how these approaches may create misunderstandings
- Make a commitment to flex or modify tendencies that may get in the way of goal achievement
This added level of self- and team awareness will encourage groups to reflect on their own internal processes and find more effective ways to address complexity together.
Cutting Through the Noise
Some corporate complexity may be inevitable; however, great work can still be accomplished. By proactively supporting managers through training and empowering them to build their spheres of personal influence, L&D teams can help supervisors cut through red tape, align stakeholders and unlock innovation. When people leaders can move forward with clarity and confidence, the whole organization will become more agile, resilient and future-ready.
Interested in more tips to help your organization’s supervisors? Download our eBook, The Manager’s Dilemma: Navigating Corporate Mandates and Team Needs!
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