The Training that Managers Need

The business world changes fast. It’s logical then that managers need regular training to keep up. In fact, training for managers is just as important as it is for non-managerial employees. Of course, management training can be formal and structured or `on- the- job’. For the benefit of your company and your own career, management training is vital. 

How do you know what training your managers need?
The easiest way to assess managerial training needs, is by conducting a Training Needs Analysis (TNA). Typically this activity involves analysing core management skills and evaluating the need, from there. You may want to analyse the abilities of your managers in areas such as:

• Planning, prioritising and organising activities;
• Time management skills;
• Managing relationships at all levels of the company;
• Team and individual motivation and leadership;
• Grievances handling, counseling and disciplining;
• Delegation of tasks and follow-up;
• Communication skills - building trust and empathy;
• Performance appraisals - planning, implementing, and follow-up;
• Recruitment – interviewing, selecting and induction; and
• Conflict management.

There are spreadsheets available and consultancies which can help you with your TNA. It is a very useful tool but it must be adapted to the particular needs of your organisation.

Working out who needs what training is not as simple as it seems, and it’s wise to put a good deal of thought and planning into your TNA.

Who needs the training?
Training needs for managers will vary according to their experience and capability. Management training for new managers will usually differ quite markedly from that required for seasoned executives.

Stepping into a new role as a first-time manager, presents a whole array of challenges. Therefore training for new managers should be tailored to meet their needs.

New managers often:

• Refuse to ask for help because they want to be seen as the expert;
• See issues in black and white. This means they may act too fast, often without respecting others views and needs;
• Rely on their new title for authority; and
• Assume too much responsibility, and take on too big a workload.

It makes sense that new managers would benefit from training which focuses on enhancing skills in: 

• Delegation;
• Planning and prioritising; and
• Relationship and communication.

Transferring the training to the workplace
How do you make sure that the training you invest in, will be worthwhile? Management training courses are a substantial investment in both time and money. It’s harder to track the cost of on-the-job training but this also takes up valuable resources.

Below are some pointers to help transfer your training to the job:

• Make sure that the need you are addressing is a real training issue;
• Ensure the manager understands the link between the training and the job;
• Measure the outcomes and objectives of the training;
• Make sure that the training clearly states its objectives; and
• Prepare the managers for the training with self-assessment exercises and information.