How to train your managers
Top performers are all too often promoted to the ranks of management as a result of their performance, not because they have demonstrated particular skills in managing or leading people.
While top performers are skilled at getting things done, they are not necessarily good with people.
The good news is many of the skills and traits that make a good leader can be taught. Here’s how you can make the most of management training in your business.
Identify the skills of good managers?
First, understand what makes a good manager. Interpersonal skills such as tact, professionalism, an ability to relate to people and emotional intelligence are highly valuable for a manager.
You’ll also want to identify the technical skills your managers need to lead their team. For example, does a sales manager need experience working with your customer relationship management software? Or does your operation manager require in-depth knowledge of your ERP system?
Determine your objectives
Next, you should determine your management training objectives. Define what you would like to see as a final result—and why.
For example, what will be the manager's job requirements? There is a big difference between managing and leading.
In some settings, all that is required is for someone to manage processes and timelines. In most other settings, though, it means being a team leader and mentor, which requires vision, persuasion and negotiation. In such a case, your objective would be to develop these skills within your management staff.
Plan out your process
Finally, you’ll want to map out the steps you must take to achieve your final vision. For example, an elementary task would be to have managers understand their own personality type.
You can also talk to other business owners to see how they train their managers and executives. Look for university or college courses or for private management training. Even your investors or advisory board members, if you have any, could turn out to be a great source of management training.