What is Management Training?

 

An incredible number of managers step into a new position without completing any dedicated management training at all. This lack of training leaves them unprepared and unable to really fulfill their potential as a new manager. 

Not only does a lack of training make life more difficult for the manager concerned, it can be hugely detrimental to any staff being managed, and ultimately the business as a whole.  

Statistics shared by Uptick revealed a shocking lack of training for new managers, with 53.2% of those surveyed saying that they felt “not at all prepared” or “not very prepared” to take on their managerial role. Over three quarters of managers (75.3%) went on to state that “more or different training would have made them a better manager.” 

For too long management training has been overlooked, with many tending to assume that newly hired or promoted managers already have the skills and knowledge they need to excel. But new managers need training just as much as any other employee. 

In this article, we’ll explain more about management training, from how it works to why businesses need it. 

 

Management Training for New Managers

Professionals stepping into managerial roles for the first time face a whole host of new challenges, many of which they may never have experienced before. 

Typical challenges for those who are new to the role range from difficulties with effective communication to coping with a change in hierarchy, which could see them tasked with managing colleagues who were once their peers. 

For new managers, these kinds of challenges can be difficult to navigate successfully, leading to burnout and organizational churn. Managers don’t just need to learn how to communicate as a leader, they also need tips on how to avoid potential conflict and develop the strengths and passions of each team member. Specialized training can guide new staff members through the process. 

 

Employee Management Training: Mid-Senior and Beyond

It isn’t just new managers that are overlooked when it comes to management training. There’s also a real problem when it comes to training those who have been in their roles for a number of years. 

Mid-senior level managers and those above them will often have years of experience and impressive amounts of knowledge about their industry, but this does not make them an exception to training candidacy. 

Management training is just as relevant to highly skilled heads of departments as it is to newly appointed managers who only have a small team to look after. There’s never a time at which training becomes irrelevant; freshening up old learning and taking on new ideas will always be beneficial. 

Also bear in mind that the workforce is always changing, and so, too, are the best ways of managing that workforce. Contemporary professionals may work best in an entirely different way to older colleagues, and new management techniques are constantly being developed to address this. 

Lifelong learners make the best leaders, which is why we always recommend that every supervisor in a business makes time to brush up on their management skills and ensure they are doing all they can to manage and develop their team in the most effective way. 

 

 

Creating a Management Training Plan

Management training plans take work, but they are the best way to ensure that your employees are making the most of the resources they have available. Before you begin planning any training, start thinking about who would benefit from new skills and experience. 

Think about who has the potential to be a great manager, then narrow down your talent pipeline. Consider employees who have recently been promoted or taken on a new role, and don’t overlook anyone who might benefit from a refresher course. You’ll then have a good idea of who your target participants are. 

Also look at the management styles that your organization currently celebrates. Evaluate how those management styles are working, and determine whether your team is happy with how things are running at the moment. If you can see things that need to be improved, it might be time to look at new management styles. 

From there, think about the resources you might be able to leverage internally for training. Bear in mind that you will be limited by budget, so you may need to prioritize training for those who need it most, or, consider a solution or program that can be easily scaled up after testing its effectiveness on a smaller group. 

If you have an idea of your budget before you begin, you will be able to avoid having to make any last minute sacrifices in lieu of a quality program or partnership. Remember: it’s always better to make a long-term, calculated commitment than feel slighted and have to pivot to a new plan later.

 

Management Training Topics

Management training programs can cover a number of different topics. You might choose to brush up on all of these, or, you could opt for more intense training programs centered on a handful of topics that you feel need the most work at your organization. 

Typical management training topics include: 

  • Giving and receiving feedback
  • Motivation and delegation
  • Psychological safety
  • Time management
  • Handling conflict
  • Curbing burnout and learning to embrace employees’ personal brands
  • Managing a hybrid work environment and avoiding flexibility bias

 

Management Training Tools

Most managers don’t have huge amounts of time to spare. So, for your management training program to be a success, you’ll need to think about the best way of condensing information and making it accessible to them, so they have the time and bandwidth to properly engage with the curriculum.

Platform solutions tick all the boxes here. These streamlined products are designed to make employees’ lives easier, by providing training and skills tutorials in an easily digestible way that won’t overwhelm a participant. 

Not only does this free up time for staff; it also makes the task of delivering training far easier for those working in learning and development or human resources. 

The Forem does exactly this — and much more. Our platform enables cohort learning to scale from 10-10,000+ participants, with plenty of built-in opportunities for ongoing engagement both within and outside of the program. 

Find out more about management training from The Forem. Visit our manager training page to get started.