According to one poll by Gallup, only 1 in 10 people have the qualities needed to become a good leader.
However, you can offer management training to all kinds of high-potential candidates to help them learn these skills so that they can become important staples in your company.
But what strategies should you use when it comes to training managers? Keep reading to find out!
1. Use Department Tours
Department tours are a great way to give new employees a tour so that they don’t get lost in the building or aren’t sure where anyone sits.
Make sure you assign them a buddy on their first day so that they can really get into the environment and have a dedicated person to go to if they have any questions.
If they feel familiar with their surroundings already, they’ll be a lot more receptive to the training because they aren’t having to worry about the basics.
2. Teach a Mindset Shift
Many people think that they can just change people’s way of doing things, but first, you’ll need to make sure you change how they think.
When going from an employee to a manager, you’ll have to teach your employees how to be prepared to handle the mental work as well. That’s because when you’re an employee, you’re just one contributor, and the success you feel is defined by the work that you do.
But when you become a manager, you’re successful depending on how well you can get your employees to do their work successfully. To do this, you have to make an environment for other people to do their work, and you can’t take on all of the work by yourself.
It can be tempting to do the work yourself especially if you’re used to always doing it, but this is why you need to teach your management teams that they need to take a hands-off approach and focus on managing their employees.
3. Get Employee Feedback
Another great way for training managers is to ask for feedback! If you aren’t sure what you should offer, ask your potential managers what they think would be most helpful for them.
For example, the current training you’re offering now might not be as helpful as you think, so it’s always important to ask for what can be improved.
You should also make sure that you emphasize this to your managers to implement with their employees. You can offer them survey templates to send out to their employees to figure out how they are doing as a manager and what areas they need to improve in.
4. Use Conflict Resolution Simulations
One thing that most managers aren’t prepared for is resolving conflict. To help prepare them for this, you can run simulations to help them practice.
They should focus on when to intervene and how to de-escalate a situation. If the managers feel more confident and ready to handle these issues, then they’ll be able to deal with any scenario or personality that comes up while they’re managing.
5. Teach Trust
Make sure that you also teach your potential managers how to build trust with their employees. When a new manager comes in, many employees don’t automatically trust that manager, so as a manager, you have to build that.
You can do that by having icebreakers or even having time for social questions. This will give them a chance to get to know you, but you can also get to know them as well!
You may also want to host meetings where you meet with your employees either together or separately and ask them what they think about how things are running. Do they have any suggestions?
If you make improvements based on their suggestions, they’ll really get the feeling that you are someone they can turn to for help.
6. Host Events
Instead of just doing remote module training, try hosting some kind of event. Even if it’s virtual, it will give all the managers a chance to interact with some of their peers, ask questions, and share experiences.
Even when they are managers, you may want to continue hosting these sessions because even after their training, they may still have questions. Or problems may arise when they’re a manager, and they’ll need somewhere to turn for advice.
7. Answer All Questions
You should encourage all managers in training to ask any question that they have during the whole process. And when they do, make sure that every question is answered.
For example, if they have to take a competency test, and they ask you what it’s for, you should be honest and let them know! You could even explain how to use it when they’re hiring new employees as well.
You should also teach them how to ask questions when they’re talking to their own employees. Many managers will start checking in or asking for status updates every day, but this can give off the vibe that they’re trying to micromanage.
However, some managers will go on the other end of the spectrum and never ask questions, allowing things to slip past deadlines. Teach them how to ask effective questions and also give effective answers when their employees have questions.
Discover More Effective Management Training Strategies
These are only a few of the most effective management training strategies, but there are many more that can help you out!
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