Would you hire someone without looking at their resume or interviewing them?
Not likely... but a similar situation can happen in the university setting: it's typical for a department to have an administrator, say a VP or Director (manager) and a few admins (staff). After a few years or so the manager moves on to another position while the staff stay in place supporting their new manager; typically necessary for maintaining procedural continuity and institutional history. The new manger might ask about how the office operates in relation to the greater university but may instead focus on office logistics (e.g. "you will place all calls for me", "you will set memos on my desk a certain way...") and perhaps map out a few workflow choreography protocols. This transition happens without getting to know existing office staff skill sets.
To illustrate, here's an experience I had: a new manager was placed in our office who briefly met with me but didn't ask for my resume, past work experience, or ask about skills or working styles. It was a, "Hi, nice to meet you. Oh, I hear you like music..." Fast forward a few years and I'm placed on an institutional-wide project implementation team and tasked with hiring the data entry team. My manager assumed I had no experience and proceeded to micromanage the hiring process. Early on I explained that I had many years experience interviewing, hiring and managing people in the private sector; this of course was on my resume she didn't ask for. But my explanation didn't sink in immediately and I had to keep reminding her for weeks and weeks... and still I couldn't shift her thinking away from her preconception of me.
Bottom line is this: Managers run the risk of compromising their role and the office's mission by failing to get to know their existing staffs' skill sets.
Here's what I challenge new managers do with their existing staff: