Do good managers need training?
Many people become managers because they’re good at their job. They’ve often been in the business for some time, have shown potential and are ready for their first promotion. In fact, they seem to be getting on well in the role, so do good managers need training?
There is a myth that only people who are struggling in their role need training. Or that those who go on training courses must lack confidence or feel they aren’t up for the job. While some people who we train do experience added stress, imposter syndrome, and need a confidence boost, many of the managers we train are good managers.
Why do good managers need training?
According to research, only around 17% of managers have any formal training for the role. This means that many managers are guessing their way through, leaning heavily on senior leadership teams or looking to previous managers for how it should be done. We call this being an “accidental manager”.
You’re feeling your way through but aren’t truly sure if you’re doing the right thing. You can have a good manager in place who has never had any training. However, training is about being more than a “good” manager. It’s about being alert to what’s happening within the team, spotting those small signs that something isn’t quite right, and it’s also about bringing out the best in your people while making sure the business is compliant with ever-changing and complex employment law.
There is a lot more to managing than being good with people.
Above all, you simply don’t know what you don’t know. No matter our position, we all still need to be learning, developing our skills and improving in our roles. In fact, being a “good” manager is being the kind of person who is curious and willing to learn. Someone who understands that personal development is key to every role and furthering both their career and the careers of their team.
Here are some ways that training can help managers develop their skills:
1. Dealing with the difficult situations
There will be conflict within a team. Not everyone will like each other and get along all of the time. Some people will display unwanted behaviours or act in ways that aren’t suitable for the workplace. There is no avoiding conflict as a manager but there are ways of handling conflict that make it easier for everyone involved and get the best outcome for the business.
Many people will avoid conflict rather than deal with it head-on. Managing conflict is not a skill that comes naturally to most people so training can help resolve issues before they escalate.
2. Managing personalities
Diverse teams should have a mix of different personality styles. Understanding the different personalities within your team will help managers get the best out of them and make sure they are given the best roles for their natural strengths. This might seem intuitive to some people but learning how to read people and what drives them is an important aspect of being a manager.
3. Equity and inclusion
Equity and inclusion aren’t simply a tickbox exercise or filling out background forms. It is an essential part of being a manager and is based on employment law. Managers need to have a good grasp of the Equality Act and what it means in the workplace. In fact, understanding employment law is more important than ever as there are greater duties placed on the employer to protect their people from sexual harassment and be inclusive.
Often, it is the manager who is first to hear of any discrimination, harassment or grievance from their team. Knowing how to handle this and actively prevent future incidents is not something that can be “picked up on the job.” In fact, getting this right is critical to protect the business.
4. Being the first line of defence
Your managers are the first line of defence in your business from many risks in the workplace. They provide the blueprint for what’s acceptable in the workplace. How others will act and behave stems from your manager. Giving your manager the best possible chance to perform well in their role is crucial to compliance in your business. A lot is resting on the shoulders of your managers and a lot of the time, they may not even realise.
Training good managers
Good managers deserve their employers to invest in their development as much as anyone else in the business. It shows them that their employer cares about the work they do, it helps them feel noticed and appreciated, and it helps bring a sense of satisfaction to the work they do. Your managers deserve the continuous improvement that training brings and your business will benefit.
Find out more about our signature management training programme here.