Management Development

The role of a manager is vastly different from that of a regular team member. Managers need a distinct set of skills to lead effectively, which requires targeted management development. Surprisingly, many organisations fall short in adequately preparing new managers for their roles. This blog will delve into a six-step process we call STICKS, designed to ensure your managers are well-equipped to succeed.

Step 1: Selecting the Right People to be Managers

Choosing the right individuals for managerial roles is crucial. It can be tempting to pick those who have been with the company the longest, those who excel in their current roles, or those you personally get along with the best. However, these criteria do not necessarily lead to the best people managers. Instead, consider the characteristics of a great people manager and select individuals who exhibit these traits:

  • Integrity: Look for individuals who demonstrate honesty and strong moral principles. Integrity builds trust within the team and the broader organisation, ensuring ethical decision-making and behaviour.
  • Emotional Intelligence: Includes self-awareness, self-regulation, motivation, empathy, and social skills. Managers with high emotional intelligence can manage their own emotions and understand and influence the emotions of others.
  • Effective Communication: Select individuals who are good listeners and effective communicators, both within their team and across the organisation.
  • Good Decision Making: Identify those who seek input from others and are comfortable making definitive decisions and taking responsibility for them.
  • Adaptability: Managers should be able to adjust to changing circumstances and environments. They should be flexible in their approach and open to new ideas and methods.
  • Hard-Working: Opt for productive and results-oriented individuals who can serve as role models for their team.

Step 2: Timing of Training

Decide when to offer management training. Providing training immediately upon promotion and integrating it into the onboarding process ensures that new managers are well-prepared from the start. Ongoing development through regular sessions, workshops, and coaching helps them adapt to new challenges and refine their skills. Additionally, offering training as needed for specific challenges or changes within the organisation ensures managers are equipped to handle new situations effectively. Tailoring the timing to individual needs ensures maximum impact.

Step 3: Identifying Unique Skill Sets of Managers

Transitioning from a regular role to a managerial position is a significant step that demands a new set of skills. Unlike individual contributors, managers need to excel in areas such as:

  • Performance management, feedback, and employee development
  • Effective communication and conflict resolution
  • Delegation and efficient task management
  • Decision-making and problem-solving
  • Change management and adaptability
  • Emotional intelligence and empathy

Given these unique requirements, it is crucial for organisations to provide comprehensive development programmes tailored to new managers’ needs.

Step 4: Clarity on Managerial Expectations

Clearly define what is expected from managers within your organisation. At Willow & Puddifoot, we advocate for a “Manager Manifesto” that outlines these expectations. For example, managers should know their roles in performance management, team development, and enabling a positive work environment.

Step 5: Knowledge through Structured Development Programmes

Implement structured development programmes that cover both process-oriented and behavioural skills. For instance:

  • Process Training: Offer self-study modules or webinars on performance management processes. An onboarding programme for new managers can be beneficial to ensure they understand and can apply these processes effectively.
  • Behavioural Training: Behavioural skills are best developed through experiential learning. Our management development programmes at Willow & Puddifoot include activities like peer group discussions, practice activities, real-world scenarios, and practical application to help managers build these critical skills.

Step 6: Support with Comprehensive Content

Good development programmes should include:

  • Self-Reflection and Skills Assessment: Encourage managers to assess their strengths and areas for growth through self-assessment tools and personality profiling.
  • Coaching: Provide personalised coaching to help managers apply their learning to their specific contexts.
  • Peer Support: Facilitate peer groups where managers can share experiences, challenges, and solutions. This not only enhances learning but also builds a support network.

Developing successful managers is a strategic investment that pays dividends in organisational performance and employee satisfaction. By following the STICKS six-step process, you can ensure your managers are well-equipped to lead effectively and drive your organisation’s success.

At Willow & Puddifoot, we are dedicated to helping organisations develop their managers through tailored programmes that address both skill development and behavioural training. Contact us at info@willowandpuddifoot.com to learn more about how we can support your leadership and management development initiatives.