Although most organizations offer a manager development program, more than 90% say they lack time to participate, according to a Sept. 2 report from the Association for Talent Development.
In addition, 63% said being a manager is more difficult than they anticipated, and more than half said their organization provided little or no training to prepare, the report found.
“In order to perform at the highest level, managers need training that equips them with the skills to succeed and to make sure their employees succeed,” ATD reported.
In a survey of 409 talent development professionals, respondents said it’s important for their managers to be proficient in communication, performance management and employee feedback. In particular, providing feedback was a major focal point of manager development training, the survey found.
While organizations used different training methods and techniques, high-performing organizations were more likely to use pre- and post-training activities, as well as bite-sized learning options.
Among the 53% that offered post-training activities, they most commonly provided access to a resource library on manager skills. These libraries tended to include articles, job aids, videos and other tools to reinforce learning.
In addition, 62% of organizations said they use coaching or mentorship when training managers to bolster skills, the report found.
Since manager performance is tied to team performance, managers need the right people management skills to lead their teams. However, managers may not have these skills and need leadership training to succeed, particularly for conflict management, culture building and ethical decision-making, various studies have shown.
Training can also bolster engagement, which has fallen dramatically among managers, especially for women and those under age 35, according to a Gallup report. In particular, Gallup suggested teaching managers how to be better coaches — and to receive coaching themselves. Manager training improved manager thriving, Gallup found, which grew even more if a manager had someone to encourage their ongoing development.