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Managers have a business opportunity to improve the performance management of supervisors and above.

There are legendary stories of business management teams that are qualified in their roles but weak in strategic thinking and people skills. The most common reason employees leave is a bad boss.  Manager performance appraisals (if used) may have low scores for effective performance management or goal realization or cost reduction.  Saying "No" to requisitions for office supplies just won't work to stay within department budgets.  Allowing unfairness to thrive is poison.  Allowing known problems to languish over time or to re-occur is additional poor management behavior.

The Society provides five strategic, business management, methodologies that work as "people skills improvement" when you have to provide supervisors and managers a "get well plan" for their relative performance management weaknesses.  The tag along benefits are improved worker satisfaction, less turnover, and most important, getting voluntary extra effort from employees to support enterprise goal achievements.  You don't need individual skills when you design better business management into the fabric of the enterprise.

Who's on staff that knows how to teach management how to weave people skills into the business management processes?