What’s the one skill every manager needs to actually succeed? It’s not about mastering spreadsheets or delivering flawless presentations—though those don’t hurt.
The real game-changer is something less obvious but far more powerful: the ability to inspire and align a team toward a shared goal. Great managers don’t just manage tasks; they unlock potential, navigate conflict, and build trust.
In this week’s Let’s Talk, our experts dive into the one skill every manager needs to truly excel—tune in to find out what it is and how to master it
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Jo-Anne Ruhl, Managing Director and Vice President ANZ, Workday
“A Skills Mindset.
“As the world of work rapidly transforms, the most successful managers will be those who embrace a skills-first mindset. Traditional job titles and career paths will give way to skills-based talent strategies that drive agility, retention, and innovation. But this shift isn’t just about HR—it’s about how every manager leads, develops, and empowers their teams.
“At Workday, we believe skills are the new career currency. That’s why we’re embedding AI-driven skills intelligence across our platform—helping managers identify capabilities, bridge skill gaps, and personalise growth opportunities.
“With AI-powered insights, managers can go beyond rigid job descriptions to create more agile, high-performing teams. This shift also enables greater internal mobility, ensuring employees can grow within the organisation rather than looking elsewhere for opportunities.
“The best leaders understand that developing people isn’t about managing roles, it’s about enabling skills. By shifting to a skills-based approach, managers can better support employee growth, improve engagement, and future-proof their workforce. At Workday, we’re not just helping our customers make this shift, we’re living it ourselves, building a future-ready workforce where skills, not job titles, define success.”
Peter Kokkinos, VP and Managing Director Asia Pacific, Udemy
“Human-centric leadership.
“Much like a cricket team relies on the captain to guide and unite players on the field, a manager’s success hinges on mastering ‘human-centric leadership.’ In today’s dynamic work environment where AI is reshaping every industry and role, this means leaders should be prioritizing empathy, communication, adaptability and understanding to foster a supportive and thriving team culture. By focusing on these ‘soft skills’, managers can effectively navigate challenges, drive engagement, and inspire their teams to achieve their best performances.
“Udemy’s latest Q4 2024 Learning Index shows a significant shift in workforce training, with active listening courses up 14% and Business English training rising 18% globally from the prior quarter. As AI automates technical tasks, managers are doubling down on skills that foster collaboration, critical thinking, and team cohesion.
“In Australia, we’re seeing a similar emphasis on professional communication and leadership development. With businesses integrating AI into workflows, managers must bridge the gap between technology and human teams, ensuring employees remain engaged, skilled, and future-ready. Udemy’s data also shows a 41% increase QoQ in manager training in the tech sector, highlighting a strong focus on balancing interpersonal and technical expertise.
“The future of leadership isn’t just about understanding AI, it’s about guiding people through change with empathy and clarity. As businesses across Australia navigate digital transformation, the managers who succeed will be those who empower teams with the skills that machines can’t replicate.”
Kate Furey, Career Insights Specialist at Indeed
“The ability to lead with integrity is the number one skill every manager needs to succeed. This means being transparent, empowering your team, setting realistic expectations, recognising contributions, walking the talk, and treating all employees fairly. Managers who have this skill are successful because they foster an environment where people feel valued, respected, and motivated to do their best work.
“Recent Indeed research looked at the most loved and loathed character traits in the workplace and employees reported hypocrisy as the most annoying managerial behaviour (51%), closely followed by micromanaging (49%), setting unreasonable expectations (48%), taking credit for others’ work (43%), and playing favourites (41%). These leadership traits undermine trust, reduce productivity, and contribute to workplace dissatisfaction and not surprisingly none of them show up in someone who leads with integrity.”
Jenelle Carmody, General Manager – Consumer Operations, Ingram Micro
“One skill every manager needs is adaptability. By embracing change rather than resisting it, managers can foster high-performing teams, drive innovation, and create workplaces where people thrive.
“What I’ve learnt through leading national sales and operations teams for large-scale operations in the ICT industry is that true success in management isn’t about having all the answers, it’s about staying open, learning, and evolving with every challenge, balancing efficiency with people-first leadership.
“From overseeing end-to-end supply chain efficiency and optimising sales strategies to ensuring seamless collaboration between vendors, retailers, and internal teams, there is a constant need to adapt and reevaluate.
“Through a process of forecasting demand, refining inventory management, and driving process improvements to enhance customer experience, we can create a more integrated and agile business. The most effective managers don’t just react to change; they anticipate and embrace it. They listen, learn and empower their teams to navigate uncertainty with confidence.
“Whether it’s integrating new technology, responding to market shifts, managing supply chain disruptions, or juggling team dynamics, adaptability ensures that both the business and its people continue to grow.”
Anton Guinea, CEO, The Guinea Group
“Once considered a “nice-to-have”, EQ is now a critical skill for any manager who wants to build high-performing teams and achieve lasting success. EQ is the ability to understand and manage your own emotions, as well as recognise and respond effectively to the emotions of others. It’s about creating a workplace where people feel safe, valued, and empowered to do their best work.
“Managers with high EQ are better communicators, build stronger relationships, and navigate challenges with greater resilience. They create psychologically safe environments where team members feel comfortable speaking up, sharing ideas, and taking risks. This leads to increased innovation, collaboration, and ultimately, better business outcomes.
“So, how can you cultivate EQ in your managers? Encourage them to:
- Develop self-awareness: Understand their own emotions and how they are impacted by others (know your triggers).
- Practice empathy: Actively listen and seek to understand different perspectives.
- Communicate effectively: Provide clear, constructive feedback and foster open dialogue.
“If you can upgrade your manager’s mindsets and upskill their emotional intelligence, they’ll uplift your teams to new heights instead of getting stuck in the EQ dark ages. Trust me, the results will speak for themselves.”
Sabra Sciolaro, Chief People Officer, Firstup
“We found in our recent Deskless Communication Survey that employees prefer to receive critical company updates directly from their managers, highlighting the need for HR leaders to empower and train managers as effective communicators. Personalized communication fosters connection and understanding—both essential as employees navigate changes brought by pay transparency laws.”
Ben Goodman, SVP and General Manager APJ, Okta
“The defining skill of a successful manager today? Adaptive leadership. In a rapidly evolving workplace—shaped by hybrid work models, cybersecurity risks, and compliance challenges—the need for flexibility has never been greater. Traditional, rigid management approaches are no longer effective. To succeed, managers must be able to adapt, guiding their teams through change while maintaining productivity and cohesion.
“Security is a crucial element of this dynamic. At Okta, we believe that identity is the foundation of a modern workplace. The most effective leaders recognise that security should not be a barrier, but an enabler—building trust while safeguarding both employees and the business.
“Successful managers embrace technology as a tool to enhance workflows and collaboration. By leveraging technology, they ensure teams can work securely from anywhere. Those why excel in today’s digital-first world are the ones who can quickly pivot, implement sound security practices, and lead with confidence, even in an unpredictable environment. If you want to succeed as a manager today, the key is simple: be adaptable.”
Taha Haidermota, Country Head – Australia, and VP Legal APAC at Pearson
“It takes far more than just one skill to contribute to a manager’s success, but in today’s digital age, the ability to build a strong team is an essential skill. Each team is only as efficient as its weakest member; and the responsibility to keep each team member engaged, efficient and collaborative ultimately falls upon managers.
“A manager who excels in team building reduces risks, improves team performance, and creates a work environment where employees feel supported, collaborative and empowered. This leads to better decision-making, higher job satisfaction, and ultimately, greater success for both the team and the business as a whole.
“A key strategy for this is for managers to prioritise employee professional development through credentialing systems that foster skill growth and align with industry standards, supporting employee career progression and boosting job satisfaction.
“Digital credentials, such as badges and micro-credentials, provide employees with verifiable evidence of specific skills, achievements, and competencies that align closely with market demand. These credentials reduce the risks of low engagement and ensure employees’ skills align with their job requirements.”
Lisl Pietersz, Solopreneur, Communications and Transition Coach, University of Sydney Business School, AGSM at University of NSW
“As an executive coach and personal branding specialist, I’ve observed that the one skill every manager needs to succeed is self-awareness. Without it, communication stumbles, relationships suffer, and leadership lacks direction.
“Self-awareness is the foundation of emotional intelligence; it helps managers recognise their strengths, blind spots, and impact on others.
“A self-aware manager doesn’t just react; they respond with intention. They communicate with clarity, handle feedback without defensiveness, and build trust. In contrast, a manager lacking self-awareness might misread situations, struggle with people interactions, or project their insecurities onto others.
“Clients in my coaching practice often share stories about ‘rogue managers’ – those who create chaos instead of clarity because they lack self-awareness. They may hesitate in decision-making, second-guess themselves, or seek validation instead of moving forward with conviction.
“In today’s fast-changing, digitally disrupted workplaces, self-awareness enables managers to lead with confidence, better navigate uncertainty, and build team trust. These are key ingredients for success at every level.”
Fiona Murphy, Chief People Officer, mycar
“More than ever, people want to do meaningful work as part of a great team. To be successful, people leaders need to be able to create a culture where people are treated like adults. This means building an inclusive, emotionally intelligent organisation that values diversity and creates an environment where everyone has a chance to shine. To do this, ideas must be encouraged, service appropriately recognised, and controls removed.
“As a people first business we strive to create an environment where people feel valued and appreciated for the work that they do every day for our customers. We encourage them to be themselves – take the business seriously but have fun along the way. We intentionally create moments for team members that elevate, are insightful, are a source of pride, and build connection.
“In addition, as the largest employer of apprentices in the auto sector, we have the responsibility of ensuring our technicians get their careers off to the right start. Putting their needs and goals first and designing long-term career pathways to help them grow, keep them motivated and inspired at work.”
Peta Sigley, Co-Founder and CEO of Springfox
“The ability to accurately self-reflect is essential for managers striving to lead with impact and authenticity. Success isn’t just about achieving business KPIs—although these remain critical—it’s also about understanding how you’re perceived by those around you.
“How do your staff see you? Do they view you as a high-trust leader—honest, transparent, and genuinely invested in their well-being? Are you able to maintain clear boundaries while making tough decisions with kindness?
“What about your clients? Do they experience the best of you, or are you overextending yourself, risking sustainability and burnout by being overly available?
“And your peers? Are you collaborative, collegial, and constructive in your approach? Or do you come across as dismissive, self-centered, or competitive at the expense of the team’s overall success?
“Finally, ask yourself: Am I communicating clearly and frequently enough across the team and the business?
“Self-reflection isn’t just about introspection—it’s about incorporating feedback from others to ensure you’re leading with trust, empathy, and balance. In doing so, managers can build sustainable, high-performing teams and cultivate lasting professional relationships.”
Cathy Doyle, Chief Experience Officer at Symbio
“The ability to truly understand and connect with your team is the secret to successful people management. I firmly believe empathy is the cornerstone of effective leadership.
“By understanding your employees’ needs, challenges, and motivations, you create an environment where they feel valued and empowered. It’s not just about offering a listening ear but about actively seeking to understand how each person works best and how you can support their growth.
“Since the acquisition of Symbio by Aussie Broadband in March, we’ve made it a priority to listen to all stakeholders within the business. For companies in a similar position, actively engaging and addressing employees’ concerns is a key consideration, as it underlines your understanding of what’s important to them.
“Throughout our own process, we heard time and again that flexibility in working arrangements was the most important consideration for employees. Having these conversations has been a strong driver of the initiatives we’ve since implemented.
“When employees feel heard and understood, they are more motivated and committed, which drives higher productivity and overall success. Empathy not only strengthens relationships and builds trust, but it also helps create a thriving business culture.”
Beni Sia, General Manager & Senior Vice President, APJ, Veeam
“Adaptability is an essential skill for successful management in today’s rapidly changing business landscape. Managers must quickly evolve to shifting market trends, evolving technologies, and changing team dynamics. Those who embrace change will be better placed to turn challenges into opportunities for growth.
“I consider two critical dimensions when identifying adaptability: cognitive and emotional. Great cognitive adaptability results in new ideas, innovation, and ways of working. Managers who stay curious, embrace new technologies, quickly refine strategies as the industry changes, and position their teams for success.
“However, emotional adaptability is equally important to manage stress, remain composed, and support others in uncertain situations. When change is constant, emotionally adaptive leaders provide the necessary reassurance, clear guidance, and empathy to build resilient teams equipped to navigate change.
“The highest performers that I’ve mentored have strong cognitive and emotional adaptability. Their emphasis on remaining agile yet caring results in teams of energised people that have the desire and confidence to follow them. This is what differentiates a manager from a leader. In my experience, it is these adaptable leaders that prepare businesses to thrive through uncertainty and pave the way for sustainable innovation.”
Melissa Williams, CEO, Learning Dimensions Network (LDN)
“If you’ve ever heard yourself say, “That’s how it’s always been done around here,” you’re probably clinging to outdated practices with a rigid mindset that can hold you and your team back. The number one skill you need to thrive as a manager today is a thirst for knowledge and a commitment to continuous learning.
“Employees need to feel comfortable taking risks while learning from their mistakes and, because adults need a different approach to learning than children, managers who tailor their process to a range of learning styles and preferences are better skilled at creating psychologically safe environments that encourage open communication and collaboration.
“When managers put aside the need for minimising change because ‘it ain’t broke’, to prioritise continuous learning, they create a workplace where employees feel valued because their ideas are valued. They feel, supported, and empowered to contribute their best work. This leads to increased engagement, productivity, and innovation, ultimately driving organisational success.
“The ability to cultivate continuous learning is not just a valuable skill for managers—it’s the key to unlocking the full potential of our teams and navigating the challenges of the modern workplace.”
Ingrid Maynard, Sales Performance Expert, Author of Ther Sales Revolution
“Most managers think they’re great coaches. They’re not. Instead, they mistake telling people what to do next as coaching. Coaching is the skill of enabling someone to determine the required action for themselves. Learning how to align coaching questions with a person’s skill level is key. For best results, coaching is done on the job after watching a performance. For enthusiastic beginners, focus on competence improvement. Ask questions like: What’s the next action? How will you follow up? What needs to happen now? When a competent person waivers in confidence focus on linking the known to the unknown. Ask questions such as: When have you used a plan to help you before? How did you go about it? When did it work? What made it work? Which of those elements can you apply here? How can that help? Better questions lead to better answers, more ownership and make improved action more likely.”
Palash Nandy, Managing Director and CEO at Legrand ANZ
“I believe that every manager should have attracting and retaining great team members as their number one priority, with the ability to delegate and trust your team being a core skill. A company is only as strong as its people, with a past mentor telling me that your job as a manager is to build more managers.
“Success comes from fostering a culture that produces more leaders, and gives my people the autonomy to grow and prosper in their roles. If you want to build a strong organisation, you need to have great people.
“With people being at the core of everything we do, Legrand has a committed team, with the average length of service being 11 years. We have a range of different employee initiatives underway such as recruitment pathways for early in career hires, mentoring programs, and our Rising Talent program that is designed to promote leadership skills and personal growth.”
Lynda Chalmers, CEO of Care Connect
“Bravery is an essential skill for every manager, but especially those in people-centric industries where decisions and actions can often directly impact lives.
“Acting with bravery means finding the courage to speak up and do what is right; remaining vigilant in managing risks and being responsive to feedback; taking action and making changes when needed; and ensuring that integrity and compassion underpin every action taken.
“People-centric professions, like any other, can be challenging but leading with bravery can help managers navigate these challenges by anchoring their decisions in the wellbeing of the individual they serve—whether patient, customer, or client.
“When managers lead with bravery, organisations are better positioned to deliver on their purpose and realise better outcomes. Ultimately, bravery isn’t just about bold action—it’s about keeping people at the heart of every decision and making choices accordingly.”
Anna Grosman, Founder and CEO of Her Confidant
“The one skill I believe every manager requires to actually succeed is effective communication – with their team members, employees, bosses, colleagues and clients.
“When a manager is effectively communicating, they are actively listening, clearly conveying information and adapting communication styles to different individuals and situations. To succeed, they need to really listen to what their team members are communicating to them and work out a solution or give advice that comes from a professional point of view, but in an understanding and compassionate way. There are ways of saying things that don’t make the other person feel less valued or less off as a person.
“Managers need strong, effective communication for building trust and rapport with team members, which is essential for motivation and collaboration. A manager who communicates clearly can set expectations for their team, leading to better performance and fewer mistakes.
“Effective communication allows managers to provide constructive feedback and recognise achievements which is key for employee development and overall success of an organisation.”
Richard Thame, CEO, CouriersPlease
“I’ve witnessed firsthand how evolving consumer demands, new technology and environmental and social pressures can test even the most experienced managers. What I believe differentiates the top performers is those that possess the ability to adapt. At CouriersPlease, where packages need to reach customers, on time, every time, being responsive and receptive to change is imperative. When a manager embraces flexibility, they start to look for new ways to streamline processes on a daily basis.
“Adaptive leaders also tend to be more resilient in high-pressure situations, for us that may be a sudden spike in E-Commerce orders or bottlenecks in the supply chain. But beyond reacting to unforeseen disruptions, managers who anticipate trends and guide teams toward agile solutions are often the most effective. It is this proactive method of doing business that will guarantee success for the manager, their team, and ultimately, it’s the entire organisation that benefits.”
Cassandra Eastham, Chief People and Operations Officer, Blue Connections IT
“High emotional intelligence (EQ) is the skill every successful manager needs. Leaders with strong EQ build trust, inspire teams, and drive better outcomes by demonstrating vulnerability, authenticity, and empathy. They don’t need to share the same life experiences as their team members to understand their challenges. What sets them apart is their ability to listen without judgement, acknowledge struggles, and offer meaningful support. This human connection creates a workplace where employees feel safe, valued, and motivated to perform.
“Emotionally intelligent leaders demonstrate strong self-awareness, recognising their own limitations, learning from failures, and continuously developing their skills. They don’t position themselves above their teams; instead, they guide and mentor through shared experiences rather than authority alone. Their ability to navigate difficult conversations with grace, provide constructive coaching, and make level-headed decisions under pressure promotes higher engagement, stronger team performance, and better conflict resolution.
“Beyond internal leadership, EQ-driven managers have a profound impact on customer and stakeholder relationships. Their authenticity and adaptability let them navigate uncertainty, influence outcomes, and drive long-term success. They understand that leadership is about connection, not just strategy or technical expertise. Without EQ, even the most skilled manager will struggle to inspire, retain, and lead a high-performing team.”
Adele Elliott, Digital Team Lead, Chain Social
“To truly succeed, a manager must master the skill of confidence.
“A leader who backs themselves and others will foster employee retention and growth. They’ll inspire their team to produce only the very best work.
“This comes down to trusting their team’s abilities, skills and output, as well as not being afraid to celebrate and support team members in front of others.
“Respected leaders are confident that their team can handle tasks and situations independently. They also know that their team will come to them whenever they can’t.
“This sense of trust transcends a manager and empowers individual team members with the self-confidence needed to grow and develop more skills and responsibilities.
“A manager who demonstrates confidence in this way will promote a happier, more productive and thriving culture.”
Caitlin Bell, Clinical Psychologist
“If success means leading a team that’s engaged, productive, and motivated, then emotional awareness is the most important skill a manager can have. That starts with knowing your own emotions and then also being able to recognise what others are feeling. A manager who can pick up on frustration, hesitation, or disengagement in their team can address problems before they escalate.
“That means paying attention to more than just words. Tone, body language, micro-expressions, and changes in behaviour all give away what’s really going on beneath the surface. A team member saying they’re ‘fine’ while avoiding eye contact? That’s a cue. Someone suddenly disengages from meetings? Another cue.
“Managers who tune into these signals can support their team better, resolve concerns faster, and create a workplace where people actually want to contribute meaningfully.”
Sha Dollosa, Project Manager, TheBigSmokePlus
“If there’s one skill that defines a truly effective manager, it’s communication. Not just delivering instructions or setting expectations—but genuinely listening, engaging, and fostering an open dialogue with the team.
“Great communication isn’t just about making sure your message is heard; it’s about ensuring your team feels heard. When managers actively listen and value input, collaboration improves, conflicts are resolved more efficiently, and employees feel supported in a meaningful way. This kind of communication allows leaders to dig deeper into challenges, understand where their team needs help, and provide the right support—rather than making snap decisions without context.
“More importantly, strong communication cultivates a culture of trust. When employees know they can share ideas, voice concerns, and navigate challenges without fear of penalty, innovation thrives and engagement soars. Ultimately, communication isn’t just a skill—it’s the foundation for a high-performing, resilient team.”
Lea Waldron, Account Manager, TheBigSmokePlus
“The most critical skill for any manager isn’t technical expertise, strategic vision, or even people management—it’s the ability to make time for what truly matters and makes an impact. Leadership isn’t just about getting things done; it’s about ensuring the right things get the attention they deserve.
“This means:
- Investing in your team – Managing people isn’t a side task; it’s the job. The best managers prioritise time to support, develop, and guide their teams. That lays the foundation for everyone’s best work.
- Protecting your mental well-being – A resilient, focused leader makes better decisions. Prioritising self-care helps sustain long-term success.
- Stepping back to lead forward – The daily grind can be relentless, but making space for strategic thinking ensures real progress.
“Making time isn’t about squeezing in more hours—it’s about being intentional with the ones you already have. And surrounding yourself with people who do the same.”
David Dahdah, Branding & Content Creator, Big Smoke Media Group
“A good leader knows when they need to let someone else on the team shine.
“That kind of leadership starts with self-awareness. It is not just about knowing your strengths and weaknesses. It is about understanding how you react in different situations, what beliefs shape your behaviour, and recognising the triggers that set you off.
“The real challenge is allowing yourself to be vulnerable enough to confront those patterns. That vulnerability opens the door for connection and reflection, helping you regulate your reactions and make better decisions when it matters most. If your team can recognise signs on your behalf, they can share the pressure with you and will be more empowered to help you succeed.
“Great leadership is not having all the answers. It is creating space for your team to thrive while being honest about your own limitations.
“When you combine self-awareness with vulnerability, you respond with intention instead of reacting on impulse. This builds trust, encourages collaboration, and leads to stronger outcomes.
“This, in my opinion, is what separates a leader from a boss. And I’ve never loved working for a boss.”
Cherie Mylordis, Leadership Expert and Work Futurist, nextgenify
“Have you ever been caught off guard when asked to respond in an important meeting with no warning? Does communicating with senior leaders feel challenging or intimidating?
“As a manager, success comes down to your ability to communicate with clarity in any situation.
“The Magnetic Messaging Method is a handy tool for managers as it can be used for if you’re put on the spot, as well as for planned conversations. It’s simple and memorable, and involves three key steps:
- What’s the headline? Start with a strong, attention grabbing statement.
- Give three key messages to support your statement.
- End with an action you’ll take.
“Here’s an example related to working from home.
- Headline: Flexibility is fuelling our productivity.
- Three messages:
- We’ve been able to complete all projects on time since embracing hybrid work
- More than half of my team rely on flexibility to manage their work around caring commitments
- My team’s engagement levels are higher than the average across the business
- Action: We’ll stay with the current flexible arrangements for another three months, and will review again at the end of that period.
“Give it a go and see if it helps you communicate more clearly and confidently.”
Jim Schuman, CEO, First Pivot
“Empathy is the #1 skill every manager needs to succeed. At First Pivot, we’ve observed this consistently across our entrepreneurial education programs in Australian schools.
“When school leaders demonstrate genuine empathy, innovation thrives. Like an expert translator who grasps cultural nuances, empathetic managers comprehend team members’ distinct perspectives, allowing them to:
- Provide support tailored to individual needs
- Build trust encouraging risk-taking
- Identify untapped potential
- Navigate conflicts fairly
- Balance organizational goals with human considerations
“In educational settings, empathetic leadership models the skills we hope to develop in students. When principals lead with empathy, they establish cultures valuing emotional intelligence alongside academic achievement.
“The most successful managers recognize that empathy isn’t just a “soft skill” – it’s fundamental. Like a tree’s root system, it may be hidden but provides essential support enabling everything above to flourish. Technical expertise, vision, and organizational skills fall flat without the human connection empathy provides.
“In today’s evolving landscape, empathy remains the constant enabling managers to adapt, inspire, and truly succeed.”
Alicia Lykos, Chief Talent Optimiser, Red Wolf Group
“Most people are promoted to managers because they’re good at their jobs, not because they’re good at managing people. They’re thrown into management without proper modern training, expected to somehow intuitively grasp how to lead diverse teams.
“This flawed system creates accidental managers who struggle to inspire their teams.
“The breakthrough comes when managers stop focusing on controlling someone’s behaviours and start addressing the underlying needs driving those behaviours. Each team member has unique motivational drives – some require autonomy, others need structure, some people need to talk through their work and ideas, and others like to introspect.
“When managers can recognise and respond to their team’s core needs, everything changes. Teams become more engaged, productivity rises, and retention improves. This isn’t intuition – it’s a skill that requires both behavioural awareness and science-backed data.
“Great management isn’t about enforcing one leadership style; it’s about adapting your approach to meet each person with what they need, and the best way to find out your teams behavioural needs is with The Predictive Index.
“Managers who master this ability transform from an accidental manager into an exceptional leader.”
Scott Maynard, Managing Director, Excite Media
“I believe the biggest skill a manager needs to have is the ability to deliver constructive feedback with care. It can be easy to shy away from constructive feedback, as managers can feel like they’re criticising their team members or being harsh. Team members don’t know what they don’t know, though, and providing constructive feedback gives them the opportunity to see which areas they can improve in and help them grow professionally.
“In saying that, it’s important that managers are able to deliver this feedback professionally and with empathy for their team members. It can be beneficial to consider the ratio of “good” feedback to “bad” feedback, too, to avoid disheartening team members and make sure they still feel motivated and encouraged to excel in their roles.”
Daniel Bligh, Managing Director, Elevate Property Group
“The most important core skill any manager needs to succeed isn’t technical expertise – it’s exceptional communication. Whether leading a business, managing a team, or negotiating deals, the ability to clearly articulate a vision, actively listen, and navigate tough conversations makes all the difference. In real estate, where relationships are everything, this skill is even more critical.
“As the leader at Elevate Property Group, I’ve seen firsthand how strong communication helps secure deals, resolve tenant concerns, and build lasting client relationships. Markets shift, industries evolve, and problems inevitably arise – but when you communicate with clarity and confidence, you create alignment, inspire action, and drive results. Success isn’t just about what you know; it’s about how well you connect with people, solve problems together, and create lasting impact. At the end of the day, the best leaders aren’t just the best at what they do, they’re the best at making others feel heard, valued, and empowered.”
Paul Goudie, CEO, Altura Learning
“The ability to develop and empower their people
“In aged care and healthcare, success depends on a skilled, engaged workforce. But with workforce shortages, increasing regulatory demands, and rising care expectations, managers must do more than oversee daily operations—they must be educators and mentors. The ability to cultivate a culture of learning ensures carers feel supported, capable, and confident in delivering high-quality care.
“At Altura Learning, we see firsthand how great managers leverage targeted, accessible training to upskill carers, improve retention, and ultimately enhance care outcomes.
“Digital learning solutions make it easier to provide ongoing education, ensuring employees stay ahead of industry changes and feel empowered in their roles. When managers invest in their people, they create workplaces where employees feel valued and motivated and this leads to better care for those who need it most.
“The best managers don’t see learning as a box to tick, but as a continuous journey. By fostering a learning mindset, they future proof their teams, improve job satisfaction, and elevate care standards. In an evolving sector, the ability to guide and develop talent isn’t just important—it’s what sets great leaders apart.”
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In this week’s Let’s Talk, our experts dive into the one skill every manager needs to truly excel—tune in to find out what it is and how to master it Featured, Let’s Talk, Advice, Management Dynamic Business
