Management training for new managers is so common that we seldom question, “Can management be taught? Are managers born or made?” Why is it that management is viewed as a set of skills and abilities? It is simple. People assume that management can be taught. Because they do, hundreds of business schools have been established, and each year thousands of management courses are taught. By assuming that people can learn the attitudes, skills, and knowledge associated with good management practices, schools and companies have raised the calibre of managers. They’ve also contributed to the idea that good management skills are attainable.
Management Training for New Managers
Management training is all about liberating the manager within each one of us. We do know that those who are most successful at bringing out the best in others are those who set achievable stretch goals and believe that they can develop the talents of others. Management training for new managers is all about continuous learning. New managers must see all experiences as learning experiences, not just those sessions in a formal classroom or workshop. They’re constantly looking for ways to improve themselves and their organizations. It is been rightly said that you never conquer team as a new manager. You conquer yourself – your doubts and your fears.
Here are a few pointers which your management training for new managers should have in order to make them the better managers:
- Effectiveness in meeting job-related demands
- More successful in representing their units to upper management or, should we say, more successful in managing upwards
- Creating higher-performance team
- Fostering renewed loyalty and commitment
- Increase motivational levels and the willingness to work hard
- Enlarge the size of their congregations
- Reduce absenteeism, turnover, and dropout rates
- Posses high degrees of personal credibility
Having a psychometric attached to your management training for new managers does wonders to your training. We can start the intervention with a psychometric assessment which shall assess the management competencies of the new managers and according to the results, customize our content to reach out to each participant (new manager) in terms of their learning needs. To suggest a few – one must consider making use of Everything DiSC Management Profile or Central Test’s CTPI-R report. Both these assessments assess the managerial potential of the participant both in qualitative and quantitative terms respectively.
If we dig deep in Everything DiSC Management profile, it demonstrates eight priority words which are –
- providing encouragement,
- valuing collaboration,
- giving support,
- being reliable,
- challenging, and
- driving initiatives
It also talks about your way of directing and delegating, motivation and the kind of environment the new manager creates, their approach to developing others and how their managers sees them or managing upwards which essentially drills down to how to get your managers’ buy-in and how to deal with conflict.
Along with design the curriculum for the management training for new managers, one must also consider variety of ways in delivering the same. They are various learning styles an adult learner relies upon, to name a few – visual, aural, verbal, learning by doing, etc. Since most new managers today are millennials, they have their own specific ways of learning. They want their management training to personalized, on-demand, mobile, coaching-based and of course, crisp. And possibly this is the reason why many management trainings for new managers are evolving in the ways of delivering – some are hosted on-demand, some are AI- powered etc.
Therefore, promoting an individual contributor to a new manager is easy but developing them through management training is bit complex because people are different and so are their learning styles.