Managerial Development

Managerial Development

Managerial development is the process of enhancing the skills, knowledge, and abilities of managers in an organization. It is a continuous process that helps managers to improve their effectiveness and efficiency in managing people and resources. The main objective of managerial development is to improve the performance of managers and their subordinates, as well as the overall performance of the organization. In this blog, we will explore the different aspects of managerial development and how it can be implemented in an organization. 

Managers serve as a link between management and the employees in an organization. Assisting Individual contributors in becoming a ‘People Manager’ and sustaining as a People Manager is a critical transition that requires intensive training to succeed. Managers are expected to train, motivate, inspire, and lead their teams, so in order to do that they need to know how that can be done and therefore  training is essential. People managers must be qualified, skilled and have an understanding of the whole process, as their performance affects the performance of the entire team. Training is thus essential to their success. 

Why is Managerial Development important?  

Even though managers can develop on their own, the systematic application of tools, methods, and theories under the supervision and leadership of other managers and HR personnel can efficiently accelerate the process. Leadership should be fostered within organizations because leaders must be able to comprehend the organizations they manage. Hiring leaders from within is becoming increasingly popular around the world, across different organizations. 

Since well-trained managers can have a significant influence on an organization’s performance and future, a systematic approach to managerial development is essential. Training and development is core to effective management. Through training and development, employees become more proactive, productive and effective and therefore it is integral to the overall management program. 

The training and development of employees is crucial to any organization who wishes to benefit from changes, techniques, and advancements. Management training aims to improve a person’s leadership and management skills. There will also be an emphasis on the development of leadership skills, such as creating a progressive style of leadership that engages staff, however this will be referred to as leadership training. 

There is also the possibility that management training focuses on business aspects of management such as reporting to top leaders, leading performance reviews more effectively, and talent acquisition (where managers are responsible for recruitment). Managing people requires a completely different set of skills. Therefore, it is important to consider the detrimental effect that a lack of training and preparation may have on an individual, a team, and ultimately, an organization. 

Investing in your management training and development (from newly promoted employees to those who have been in their roles for many years), as well as positioning them for success (rather than failure) can benefit the individual, the team, the organization, and, ultimately, the future of the organization. There are triumphs and challenges for supervisors and managers in every organization. Therefore, having both a strong and effective skill set is crucial in order to drive success and address problems effectively.  

Managerial development is a critical aspect of organizational success. It is the process of improving the skills, knowledge, and abilities of managers in an organization through various forms of training, coaching, and mentoring. The importance of managerial development cannot be overstated, and the following are some of the reasons why   

1.1. Improves Managerial Performance:  

Managerial development helps managers to improve their performance through training, coaching, and mentoring. Managers can acquire new knowledge and skills that are required to manage people and resources effectively. Effective managerial development programs can help managers to improve their performance. They can develop a better understanding of their roles and responsibilities, and learn new techniques and tools to enhance their decision-making abilities. As a result, managers can make better decisions, communicate more effectively with their subordinates, and lead their teams more efficiently.  

1.2. Enhances Organizational Performance:  

Improved managerial performance can lead to enhanced organizational performance. When managers are able to manage people and resources effectively, it can lead to increased productivity, reduced turnover, and higher employee morale. Employees who are managed by effective managers are more likely to be engaged and committed to their work, which can ultimately result in improved organizational performance.  

1.3. Supports Succession Planning:  

Managerial development is important for succession planning. It helps organizations to identify and develop potential leaders who can take up key positions in the future. This ensures that there is a smooth transition of leadership when the need arises.  

1.4. Promotes Innovation: 

Managerial development can help promote innovation within an organization. Managers who are exposed to new ideas and approaches can bring new perspectives to the table and promote a culture of innovation within the organization.  

Types of Managerial Development Programs: 

There are several types of managerial development programs that organizations can implement. Some of the most common types include:  

2.1. On-the-Job Training:  

On-the-job training is a popular method of managerial development. It involves learning through practical experience and observation. Managers are given the opportunity to learn from their peers, mentors, and superiors while on the job.  

2.2. Mentoring and Coaching:  

Mentoring and coaching are other popular methods of managerial development. It involves pairing a less experienced manager with a more experienced mentor or coach who can provide guidance, support, and advice on how to improve their managerial skills.  

2.3. Classroom Training:  

Classroom training is another common method of managerial development. It involves attending formal training programs, workshops, and seminars where managers can learn new skills and knowledge.  

2.4. Self-Directed Learning:  

Self-directed learning is another popular method of managerial development. It involves managers taking responsibility for their own learning and development by seeking out new knowledge and skills through reading, research, and other self-directed activities.  

Designing Effective Managerial Development Programs: 

To design effective managerial development programs, organizations should follow these steps:  

3.1. Conduct a Needs Assessment:  

The first step in designing an effective managerial development program is to conduct a needs assessment. This involves identifying the skills and knowledge gaps that exist within the organization and determining the specific areas where managerial development is needed.  

3.2. Set Clear Objectives:  

Managerial development is about improving the capabilities, knowledge, and skills of managers at different levels to help individuals and companies perform better. Effective management is essential to the success of every organization. 

3.3. Choose the Right Method: 

Organizations should choose the right method of managerial development based on their needs and objectives. They should consider factors such as the size of the organization, the level of expertise of the managers, and the available resources. 

Fosters a Learning Culture

Managerial development can help foster a learning culture within an organization. When managers are encouraged to develop their skills and knowledge, it sends a message to the rest of the organization that learning and development are valued. This can create a culture where employees are more likely to seek out opportunities for learning and development, which can ultimately lead to improved performance. 

How does it benefit an individual?

Managerial training and development are crucial for individuals and organizations as they equip managers with the necessary skills and knowledge to manage their teams and the organization effectively. The following are some of the key reasons why managerial training and development is important for individuals and organizations. 

For Individuals:

Improves Skills and Knowledge 

Managerial training and development provide individuals with the opportunity to acquire new skills and knowledge. Managers who are equipped with the right skills and knowledge can manage their teams more effectively, make better decisions, and lead their teams towards success. 

Increases Confidence

Effective managerial training and development can also increase the confidence of individuals. Managers who have undergone training and development programs are more likely to feel confident in their abilities to manage their teams and handle challenging situations. 

Provides Networking Opportunities

Managerial training and development programs provide individuals with the opportunity to network with other managers and professionals in their field. This can be beneficial in terms of gaining new insights, sharing knowledge, and building relationships that can be useful in the future. 

Enhances Career Development

Managerial training and development can also enhance the career development of individuals. Managers who have undergone training and development programs are more likely to be considered for promotions, leadership roles, and other career opportunities within their organization or in other companies. 

Managers should be trained on a continuous basis, even after they have mastered the fundamentals of business. Managers should be concerned about their own and their subordinates’ advancement in terms of management development. All HR professionals should be familiar with management development, but some may be responsible for it specifically. 

What does Management Development mean?

Managers can benefit from the motivation and guidance provided by leaders. Managers on the other hand are responsible for applying aspirational and strategic principles to the daily process of completing tasks accurately and efficiently. In the role of managers, it is essential that they translate leadership and shareholder objectives (or develop them on their own if they are not provided by their superiors) into lawful and effective activities to achieve those objectives. In this way, managers serve as facilitators and problem solvers. A systematic approach to developing effective managers is known as management development. Such an approach combines rigor, scholarship, and practicality in equal measure. It is important for a company’s management development strategy to include a number of strategies for continuously improving a manager’s capabilities. 

It is common for managers to rise from the ranks after earning a reputation as individual contributors in the organization. Another approach is to enter a company with a management background, such as a bachelor’s degree in business administration or experience in management. Sometimes, a manager goes above and beyond his or her managerial duties to become a leader of the organization. The purpose of management training and development is to help managers at all levels improve their performance and advance within their organizations. 

Why is Management Development important in defining competencies?

Competence can be defined as the ability to perform a task effectively or exhibit behavior necessary for a specific level of performance. The relationship between input, such as abilities, attitudes, and knowledge, and output, such as good grades, is directly correlated. According to Boyatzis (1982), competence refers to behaving in a way that meets job requirements and achieves desired results within an organization’s rules and parameters. Competency is crucial for all levels of an organization and is a significant indicator of an employee’s performance. This article focuses on the core competencies of managers.  

The core competencies for managers, identified by the study’s authors, are a set of specific desirable traits, skills, abilities, attitudes, knowledge, values, and motives that play a vital role in the individual’s development and influence others to participate actively in the organization. Effective human resource management involves identifying and developing these competencies, also known as management skills, which are becoming increasingly important due to accelerated development and changes in the business environment. Managers at all levels consider them essential to gain a competitive edge.  

Producing and effectively managing organizational knowledge remains the most crucial competitive advantage in the future. As the business environment becomes more globally integrated, executives from around the world are being hired, and understanding different cultural dimensions and their role in managerial competence is essential (Hofstede and McCrae, 2004).  

Managerial competencies are divided into two categories by Schröder: basic competencies and high-performance competencies. Basic competencies define skills, attributes, abilities, etc., that determine efficiency, while high-performance competencies are characteristics that enhance the performance of the entire team led by the manager. High-performance competencies are further divided into cognitive, motivational, directional, and performance competencies.  

Core Competencies 

The core competencies for managers are not universal and vary based on factors such as the content of the manager’s work, employee characteristics, and organizational culture. Additionally, core competencies may differ between management levels. For example, according to Ion Bucur’s study, top-level management required competencies such as influence and collaboration, strategic thinking, learning and motivation, and self-assessment of learning capacity. Meanwhile, middle management required competencies such as influence and collaboration, strategic thinking, team management, and transformational leadership, with only team management being a predictor of success for first-line management.  

In the Czech Republic, some of the essential competencies for managers in knowledge-based organizations include leadership experience, effective communication, organizing skills, self-confidence, reliability, dynamic and proactive attitudes, analytical abilities, stress tolerance, negotiation skills, decision-making abilities, goal-directedness, and time flexibility.  

It is crucial to monitor and measure managerial competence within organizations using various methods such as review methods, direct observation, questionnaires, interviews, storytelling, etc., based on their suitability. Programs such as coaching, role-playing, storytelling, action learning, etc., can then be developed to address any deficiencies identified in managers’ core competencies. The identification and development of these competencies can benefit the organization by expanding the potential of the manager and improving the performance of work teams and the organization.