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.
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, if a supervisor is constantly negative or passing blame onto team members, this bad attitude only drives a wedge into team comradery 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.
1. 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.
2. 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.
3. 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.
4. 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.
5. 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.
6. 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.
7. 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.
8. 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. 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.
Managerial training areas
Once you determine different managerial styles, it’s time to figure out what type of training works best. Here are a few suggestions and tips for management training.
1. Coaching and mentoring
It’s hard for a manager to lead if none of the team members feel empowered. A manager is given a position because of their skillset and the company expertise. So it’s important he or she passes on the skills they have learned in the position, to their team. Since not everyone is a natural coach, it’s important to develop training courses that teach how to mentor. That way everyone on the team learns on-the-job and becomes a more valuable employee.
2. Develop soft skills
Soft skills like communication and problem solving are key to being a great manager. Build courses with scenarios and tough situations in which a manager must navigate. There may be habits or patterns that a manager follows that he or she may not be aware they are doing. Building these soft skills can help managers lead in a better direction and make employees respond more favorably.
3. Digital collaboration
In this technology driven world, teams rely on project management systems. These are great for keeping teams organized and on task. However, managers still need to steer the projects to completion. So, management training should include how to collaborate more effectively in these tools.
Managers are responsible for creating plans and executing these to completion. However, a lot goes into planning. There is everything from creating a plan, to organizing the team tasks, to unforeseen issues along the way. So, planning is an important managerial training skill to have. It can also better organize a manager and provide a clearer direction to meeting key business objectives.
5. Company culture
Many employees leave companies due to a poor company culture. Either they don’t feel accepted by their team or they feel the company mission is not being carried out effectively. Managers have a responsibility to create a strong company culture. Continual learning can help guide managers to reinforce company goals and make sure team members feel they have a voice within the company.
6. Professional development
Different from mentoring or coaching, each employee has personal goals they want to achieve within the company. Managers need to understand and build these skills with a training plan for each team member. However, this skill may not come naturally to some managers. By adding training on what training track each team member should be on and what managers should expect from each employee post training strengthens the team as a whole. Plus, the more employees and grow, the more willing they will be to stay within your company.
7. Problem solving
You can plan for everything, but not everything goes according to plan. That’s why problem solving is another necessary area for management training. Problems arise with projects, but they also happen within a team or with a particular team member. A great manager needs to know how to solve these issues in order to keep the workflow consistent and the team dynamic working well.
Best practices for management training
It’s one thing to develop great managerial training modules, but unless you have buy-in and the right delivery method, managers won’t see the value. Here are a few tips to ensure your time spent on new training material is delivered correctly.
Training is more effective if managers understand how it will impact their daily lives. By using storytelling and actual examples within your training, it will make it more impactful for the employees taking it. They will see the value in what is being taught. It’s also important to explain at the beginning of each training session what value it will add. That way managers will have an impactful outline of what will be learned.
Play off strengths
While management training is meant to learn new skills, always pointing out what employees don’t know can have a negative effect. So instead, play up manager strengths in the training. For example, you know your management team is strong in communication skills, but lacking in decision-making. So you could say something like, “Due to your strong communication skills within your team, we are going to show you how those valuable skills can help make better team decisions. This will help build confidence in these new skills.
Keep it simple
Managers have enough on their “to-do” lists and the last thing they need is more to remember on the job. So training should offer practical and easy solutions they can immediately start using. If training is too complex or technical, it will soon be forgotten. A great way to make training impactful is using visuals, graphs and charts. By illustrating your key training points in this way, managers can grasp key concepts easier.
Sometimes managerial training is met with distrust. Managers are put in positions because they have earned their way to those roles. However, no one has all the answers. So training should be honest, open and a forum free for managers to ask questions and get additional training if they don’t understand something. And managers who are more empathetic make better leaders since they will understand if one of their team members is experiencing something similar.
You’ll get better buy-in from your company leaders if you make training a collaborative effort. So once your training program is rolled out, ask managers for feedback. What did they like? What can be improved? And what is missing from the training?
Why leadership training matters
An organization only works if it’s a collaborative effort. Management training can teach those skills to make this happen. Once you equip your leaders with the right learning program, you will build a better company culture and one where employees feel valued.