It’s the Manager

It’s the Manager
Duration: 60 Minutes
Module 1Module 1
Recorded on: 2021-01-12
Unit 1Slide Deck: It’s the Manager
Unit 2Transcript: It’s the Manager
Unit 3Workbook: It’s the Manager
Unit 4Recording: It’s the Manager

Organizational productivity has been linked to a multitude of factors, and leadership is identified as one of the key cornerstones of this topic. The role of managers is seen as critical in steering an organization to success. Managers are accountable for keeping employees engaged and satisfied in the current workplace of constant changes and innovation. Maybe it’s is why it’s been said that “employees don’t leave bad jobs, they leave bad bosses”.

Here to unpack the discoveries from Gallup Organization’s study, It’s the Manager, is Michael Goold. Michael is the former Chief of Police for the City of Rancho Cordova, California. He is currently affiliated with Sitnas Solutions, is an adjunct professor in the Ed.D. Organizational Leadership program for Brandman University, and is a certified executive coach and systemic team coach.

Points covered in the discussion are:

  • The most common challenges that organizations both in the public and private sphere are encountering in terms of recruitment, collaboration, productivity, efficiency, retention, and engagement.
  • An overview of the Gallup Study and the big picture findings.
  • The premise that given the innovations in technology and the science of management, how the actual practice is falling behind.
  • Getting clear on the corporate direction and strategy, and how to get employees aboard the organizational mission without compromising the employees’ personal goals.
  • Employees’ motivation and their preferences for their workplace, leaders, interactions, and professional goals.
  • Ensuring that the organizational culture represents the people within it, is articulated, communicated, and modeled by the leaders, and is guided by the agency’s mission and vision.
  • How culture impacts the organization’s bottom-line when it comes to recruitment and retention, employee engagement and satisfaction, reputation and credibility, and overall productivity.
  • Working on an employment brand that communicates to those outside the organization how things are run within that is buttressed in:
    • Strength-based conversations that empower the employees which in turn becomes engaged and turns into the agency’s indirect recruiters.
    • Meaningful feedback that recognizes individual contributions and promotes transparency.
    • Effective onboarding that manages the expectations of and equips new hires and newly promoted staff with what they need to be successful in their job.
  • Maximizing internship programs to get young people interested in the profession and create a pool of candidates that are vetted for and immersed in the culture and organizational brand of the agency.
  • Shifting the manager’s mindset from being a boss to that being of a coach which sets employees up for success by creating accountability, providing timely feedback, and recognizing their progress and wins.
  • A glimpse into the different forms of coaching conversations managers can have with the employees and the elements that can be incorporated in these to keep employees engaged holistically.
  • The future of work that emphasizes what employees value as diversity, inclusion, flexibility, passions, and opportunities.
  • The importance of adaptability for agencies and managers to survive and thrive in an ever-changing world that impacts processes and relationships in the workplace.

Questions from the webinar participants are about:

  • Implementing changes in workplaces that have employees’ union.
  • The value of an onboarding process not just for new recruits or hires, but also for those who are being promoted.
  • The crucial role of managers to drive agency success in the new normal COVID world.
  • The role of the PIO in communicating the culture and employment brand.
  • The Clifton Strength Finders Quiz and its value in espousing strength-based conversations.
  • What engagement looks like in a criminal justice or public safety organization
  • Creating accountability in a fragile workplace environment that recently went through management changes.


Other Webinars with This Speaker:


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Resources and Handouts


Audience Comments

  • “It was interesting to learn what a low percentage of employees believe their manager will do what’s right. The concept of going from boss to coach was also helpful.” — Alice
  • “I appreciated getting right into the important information and talking points. I got a lot out of the webinar in a short period of time.” — Amy
  • “Speaker is a wealth of knowledge! His offer to instruct agencies for free reflects his strengths of professionalism and passion for what he does. Need to have him on weekly to keep us going in the right direction. Thank you for offering this very important training”. — Roseann
  • “Introduction to the Gallup book did not know about it before. Also, the hard truth about 40% of new workers being disengaged within the first 6 months. I have seen this in action but would not have guessed the percentage to be that high!” — Bernadette
  • “The most valuable thing I learned was to encourage and upbuild staff members. This contributes to the effectiveness and efficiency of the job.” — Erika Alisha
  • “Great speaker who was prepared, drew from knowledge, and improvised. Value as always – as leaders we hear so many things. Topics like this one only reinforce what we should be doing. This is a reminder to continue reevaluating what I do as a leader and to be open to change.” — Frank
  • “I really enjoyed the presenter. He kept the material interesting and added humor.” — Janessa
  • “Dr. Michael Goold is a phenomenal resource, presenter, and speaker. This was, by far, the best webinar I have attended. That you JCH for all you do for your community and everyone connected with justice programs!” — Kim
  • “I was just promoted to managing people. This webinar gave me some great pointers as I do not describe myself as a manager. I found all of the information valuable. I think the best advice was to do more frequent communication instead of waiting until I have to communicate.” — Michelle


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