What Are Management Skills?
The skills of a manager include anything and everything that will help that person effectively manage other people. This may sound simple enough, until it comes time to implement a training plan. The management training needs are going to be different for each individual, so it’s important to have a process in place such as the one outlined below.
Identify Your Employee’s Career Goals and Interests
The first step is to identify the career goals and interests of the specific employee. Again, no two people will be alike. Some will aspire to middle management and higher, while others may only wish to achieve the level of supervisor. It is vital to start any professional management training effort with this step.
Once an employee’s goals and interests have been identified, then it’s possible to identify the type of training that is suitable for that employee. Some courses, e.g., time management, delegation, communication, etc. will likely be important for all employees. Others may need more specialized training depending on their ambitions.
Prepare the Career Development Plan
Once training has been identified, it’s important to develop a plan for delivering the training. Some courses will be needed sooner than others, and some training will build on previous courses. Also, you need to allow time for the employee to absorb new information and implement it in the workplace, before moving on to another course.
Meet with Employee to Discuss
Everyone understands the need to sit down with the management employee to discuss goals, interests, and the career development plan. It’s also important to meet periodically during the implementation of the plan. Every employee needs to take ownership of their development plan, which makes such meetings critical to the success of their professional development.
Revise and Adjust Plans as Needed
Conditions change, employees move around, new business processes are introduced, and so forth. Therefore it’s important to revise and adjust the development plan as needed over time. In many cases the development plan will cover multiple years, so making adjustments becomes even more critical.
Sometimes major changes will occur that will require an entirely new plan. Employees may decide to change their career field, such as going from line supervisor in an operating department, to a staff position. Such a change will require a complete reassessment, and a new training plan. It’s important to remember that training plans are never set in stone, and should be regarded as a living document.