While it’s imperative that employees “in the field” are properly trained to handle the day-to-day tasks of running a business, a common myth among leaders is that managers don’t need training. The truth? Sometimes they’re the ones who need it most.
Communication
Above all else, it’s important that leaders possess effective communication skills. There’s a famous quote that leadership is all about communication. Whether they’re managing a team of two or 20, the inability to give direction, be an active listener, and to navigate times of crisis effectively can mean the difference between a motivated vs. demoralized team.
Many managers who have been promoted from individual contributor roles know their craft well and sometimes hold on to deliverables when they should really let them go. The art of delegating isn’t always easy, and often new leaders require a gentle nudge to delegate work to their teams. Plus, focusing on “leading vs. doing” allows for more time for strategic planning and allows the team to grow. Management workshops and refreshers are a great idea, no matter how tenured a leader may be.
Recruitment
Often times, recruiters will pre-screen candidates for open roles, but managers will be the final decision makers when it comes to hiring new talent. While they may know the job requirements well, they may not know the proper ways—both legally and effectively—to interview potential employees. From specific questions that are prohibited to the elimination of discrimination and unconscious bias, it’s vital that anyone who is interacting with candidates is in the know about what’s allowed and what isn’t. Even managers who have hired in the past could use a refresher course on interview skills given new research and best practices.
Building Trust
One of the most crucial aspects to effective leadership is the trust people have in their manager. That said, trust isn’t something that automatically happens on teams. It’s something that must be built and earned over time through the intentional understanding of different work styles and personalities.
One great way to train for this is to participate in the DiSC program, which uses an assessment tool to determine how each person works as it relates to their behaviors and personality. By learning how staff operate, leaders can build on their strengths and gain a better understanding on what motivates them. By taking the assessment themselves, managers can better grow their own skills and increase both trust and self-awareness.
Conflict Resolution
Even in the most harmonious of work environments, conflict is a reality. Human beings are going to have disagreements from time to time—and some of those disagreements can lead to stronger teams. The important part is handling them in a healthy, productive way so the outcome is positive, and the root of the problem doesn’t reoccur.
It often falls on the manager to resolve conflicts and mediate whatever has transpired to diffuse the issue and turn things around. Unfortunately, most leaders aren’t equipped with the skills to handle these situations in an efficient way. That’s not necessarily their fault; most of us are not taught at home, in school or on the job how to manage conflict constructively. Everyone deserves the chance to learn and improve, and that’s where management training can really help. While no team starts out being good at conflict, with a little training and practice most will see significant improvement. Healthy conflict leads to better outcomes and future collaboration.
UniquelyHR can help with management training all the way from new hires to seasoned professionals. Contact us for a free consultation to learn about our customized workshops, which can include DiSC assessments, conflict mediation, interviewing techniques or specific topics tailored to your team’s needs.
