The really good managers know how to shift gears and lead high-performance teams. They essentially know how to get things done expediently and efficiently through people.
Still, even the brightest and the best will need employer support and continuous training, starting with Management 101. Very few people are automatically equipped with the knowledge and skills required to lead and manage people. On top of that, today’s managers are faced with leading an increasingly complex and diverse workforce.
Therefore, Management 101 training can be critically important for new and even experienced managers. Here follows a few Management 101 training basics that will apply to almost any organization:
- Help manager trainees first acquire the big picture view of the organization.
When it’s time to educate your managers, you will want to give them a clear description of your vision and mission. Everything trickles down from the top, and, in fact, your up-and-coming managers will be closely watching to see if upper management reinforces that vision through behaviors and actions. Likewise, managers should learn that their direct reports will be watching to see how they, as well, reinforce and communicate that vision.
- Help managers learn how to confront problems early on.
I often see this happen. Instead of nipping problems in the bud, some managers fall short when it’s time to confront people with those issues. Many people, as a natural tendency, do not like to confront issues. But when managers avoid issues, inevitably, the consequences can cause things to get blown way out of proportion. So, I highly recommend that Management 101 trainers emphasize this point. When managers learn how to confront problems head on—at those first signs—they can spare themselves a lot of future grief, including costly legal liability issues. Managers must learn how to do and say the right things, and at the right times, especially where employment law matters are concerned.
- Help managers know how to ask for help when needed.
It’s a common trait. Most managers hesitate to ask for help. Some may feel anxious about admitting a mistake or not paying attention, or that more information is needed. Ideally, Management 101 should help clarify and reassure managers that it’s OK to ask for help; and you will want to consistently reinforce this message. Managers need reassurance that the organization is a safe place, and that they can ask for help when they need it. You should also follow-up and make sure that managers get the help they requested. Reinforce the concept that management exists to improve the work situation, and not for any other reason; therefore, asking for help will not be held against them.
- Help managers understand and appreciate their people-focused role.
As described in the beginning paragraph, management is about getting work done through other people. Occasionally, managers can fall into the trap of closing their doors and keeping an eye primarily focused on their own work. When managers stay behind closed doors, obviously, they cannot monitor what is going on with their people. Effective managers do more than just say “Good morning,” to their employees. Greetings are a given, a basic. Management 101 training helps clarify how managers can regularly learn what is going on and basically keep tabs on their employees—and how to find that fine balance between micro-managing and macro-managing employees. After all, how can managers be accountable for what their employees are doing if they aren’t aware?
As I see it, then, Management 101 training should not be optional; it should be required. Effective managers directly impact the bottom line, and they also have a direct impact on your employees’ performances—and their morale.
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