Professional Management Training

Professional Management Training

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.

Identify Training

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.

Start Over

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.

Values Driven Professional Development

Gone are the days of working for a company just for a paycheck. Today employees what to be aligned with the overall organizational mission, vision, and values of the company they work for. In fact, surveys have shown that Millennials would actually work for less money in order to work for a company that is aligned with their personal values.

In order to facilitate this, employees need to be clear on their own personal mission, values, purpose, and what personal legacy they want to leave behind. That’s where professional development comes into play.

Professional Development Programs

Creating a culture where people are able to self-assess how their personal values are in alignment with the organizational purpose is the first step towards having an engaged workforce. This involves offering professional development programs for every level in the company, from leadership on down to the individual contributor. Helping leaders, in particular, understand how their personal values align organizational values can enable them to inspire others. That’s one reason why professional development for managers is vitally important.

Training for HR Professionals

Human Resources (HR) often leads the way in delivering assessments, and helping managers facilitate their direct reports to become purpose-driven and highly engaged. There are literally dozens of assessments available today, and it is the job of HR professionals and instructional designers to select and sometimes customize these tools before they are deployed in an organization. HR professionals will also need to deliver training on coaching skills, equipping leaders with the right skill set to implement a culture of professional development.

Purpose-Driven Employees

When employees can see and understand the link between their work and the value it delivers to society, they engage much more deeply than others who see work as just a source of money or status. These purpose-driven employees contribute at much higher levels than their peers, since they see their work as a source of meaning and fulfillment. Learning professionals need to be aware of this phenomenon, and structure programs accordingly.

Employee Onboarding

Building a values-driven organization begins with employee onboarding. When new employees can see how their work makes a difference early on, they will be more fulfilled and feel more confident about having joined the company. Most importantly, be sure to frame the new employee’s job tasks in view of how they link with and impact the overall organization’s mission, vision, and values.