Management Development Training

The need for and value of effective management development training is often sidelined by busy executives who are so focused on ensuring that nothing goes badly wrong, that they miss the opportunity to ensure that far more things go wonderfully well.

Yes, executives do need to hit the numbers and achieve the goals they have agreed, or been set, whether it be by eager investors or other parties. And especially during or following a recession.

Executives ignore management development training at their peril. Why? Simply because the more effectively a manager performs, the more effective an organisation can be. One objection I often face from well-meaning executives is ‘But who will do their work if they’re on a training course?’ An easy question to answer. ‘Somebody else’.

There are many ways, other than traditional classroom based management training to develop your existing and emerging managers. They include:

– One to one coaching with colleagues (same and different teams and departments)

– Peer group coaching with colleagues (same and different teams and departments)

– Group learning with immediate manager

– Group learning with key internal customers & stakeholders(90 minutes per session)

– Self-directed learning with internal HR/Training team or trusted peer

– Real-time, on the job coaching

– Online learning – have you seen the extensive audio book selection on Itunes?

Management Development training and coaching doesn’t have to take the person out of the business. They can learn so much ‘inside’ your business – but only if they are allowed the time and space to undertake such learning. And remember, just because a manager is sat at their desk tapping their pen on the desk or even staring out of their office window, it doesn’t necessarily mean they are avoiding their responsibilities. It might just mean that they are thinking, or even learning.

The most effective management development training usually includes a mixture of all of the points detailed earlier. How often have you participated in a training programme, thought that the ideas and concepts were absolutely fantastic, and then, not applied your learning? We’ve all done it I suppose. But this isn’t management development – it’s budget mis-management.

I have facilitated thousands of management training programmes across the globe. But whilst so many different factors influence just how effective the learning will be, one major sticking point often appears. And that’s participants checking in with the office on their mobile phone. Why do they do this? Well, there’s a number of reasons including a desire to ensure that all is running smoothly, a desire to show their deputy that they care about them, a desire to demonstrate self-importance to their deputy….’Oh, you can manage without me can you?’ and finally, a deep rooted fear that something will go wrong and they’ll be the one who has to sort it out.

There’s one simple solution to the problem of managers focusing as much, if not more, on their mobile phone and emails as there is on the learning they are being paid and trusted to participate in. And that’s DELEGATE EFFECTIVELY! But that’s a subject for another time.

For now though, remember that developing managers isn’t all about sending them on training courses and having them return motivated for a few days, or hours, depending on the quality of the learning. It’s more about providing an abundance of well-considered options from which they can select their preferred method/s of learning. In addition to this, it’s down to the line manager to ensure that time and space is allocated well in advance to allow the manager to immerse themselves in a worthwhile learning which will benefit them as an individual and of course, your organisation too.