You’ve heard the phrase, “lead by example.” However, this is easier said than done without the proper training for your C-Suite and team managers. And to make matters worse, it actually drives employees away from your company.
According to a recent Gallup survey, out of the more than 1 million employed U.S. workers surveyed stated their reason for quitting their jobs was from a bad boss or immediate supervisor. And 75 percent of these employees voluntarily because of their supervisor.
Benefits for corporate leadership training
So as you can see the need to train your managers is vital for your company culture and employees well being. If you need more convincing here are some benefits that you’ll reap from a better training team.
- Increases employee engagement
The more a manager motives their team members, the more engaged they will be. Plus, the more feedback from a manager, the more employees feel their job matters. Interaction recognizes that each employee is a valuable team member. And in return, employees are more present on-the-job.
- Trains junior employees
By training your managers, you are also training your more junior-level team members in the process. A great manager will teach what they know to their team members. Through this process, younger employees reap the benefits of increased skills and knowledge of the company. And when these individuals are ready to step into a more managerial role, they will be prepared for the increased responsibility.
- Adds consistency
All managers enter an organization with various soft skills like communication and decision making. These different degrees within management can cause inconsistencies across the company. By proving the same management training across all teams, this will help unify managerial style.
- Protects against lawsuits
Part of being a great manager is dealing with problems employees may be causing. Without proper training, a potential issue can escalate quickly turning into a lawsuit for the company. And this is a costly mistake that can be easily avoided if managers know the proper responses.
- Makes employees happier
No one likes coming to work in a toxic environment. A bad manager can make situations worse for employees. So for example, a supervisor is constantly negative or passing blame onto team members. This bad attitude only drives a wedge into team comrroadry and makes employees shut down. On the other hand, management training can teach ways to get the best out of each team member.
- Transitions are smoother
There are certain times when companies make major shifts in direction. Say there is a new branding campaign being rolled out or a new customer service program. Well trained managers can teach their employees how to respond to these changes without disrupting productivity. They can also explain why changes are being made which helps employees better field questions they may receive.
- Creates better teams
A manager’s job is to look at the big picture. If there is an undervalued team member, what can be done to use this individual’s talents to the fullest? Or if a team is underperforming, why is this happening? A well trained manager can figure out these issues and make corrections. The end result is a better performing team overall.
Types of managers
Before you develop management training, survey your team leaders to figure out what types of managers they are. This will better tailor your course offerings and make it more personalized depending on what the results indicate. Here are eight different management styles your team members can be classified in.
- Democratic management style
Just like a democratic government, this management style focuses on collaboration and corporate communication. So a democratic manager would ask for each team member’s input before drawing a conclusion or solving an issue. They are also open to new ways of doing things and letting employees share their thoughts.
- Laissez-faire management style
Laissez-faire is a more laid back approach to leading. It’s letting the team take their own lead. These managers are not micro managers and let team members work on their own with little guidance.
- Autocratic management style
This management style focuses on the end result. It’s all about how efficient the team can perform to meet goals and finish projects. It is less about collaboration and more about crossing the finish line. These managers tend to micromanage to make sure each task is completed under the instruction given.
- Charismatic management style
Charismatic leaders are like the name suggests, charming and persuasive when managing teams. They thrive on relationship building as a way to bond people together. They also like to achieve objectives set either by themselves or by the company.
- Coach management style
People in this category like to develop and refine their team members. Just like a football coach, they like to look at day to day operations and see where changes can be made. This could be moving people around to better utilize their strengths or pointing out areas of improvement for a team member. Coaches also like to challenge employees under their management to try new skills or tasks for the purpose of growth.
- Pacesetting management style
These managers like efficiency and working at a steady pace to meet goals. They will look for ways to increase the speed of projects like realigning resources or shifting team members around to make the project flow more seamless. Pacesetters will expect the same of themselves so if there is a more efficient way to manage processes or their team, they will change directions to do so.
- Bureaucratic management style
Bureaucratic managers follow rules and procedures and they expect their teams to do so as well. These managers see their team as a pyramid structure with more senior level team members having more intricate tasks than more junior members. Bureaucratic managers give everyone a set of tasks and expect these to be carried out independently once instruction is given.
- Transactional management style
Managers who are transactional in nature see team members earning rewards or disciplinary action. Basically high performing team members will get incentives like an increased bonus or a monetary gift. However if they perform below expectations, they will receive consequences. However, their goal is a positive one trying to motivate and encourage their teams to perform at their best potential.