Management training a key part of any organisation. Organisations that focus on training middle and senior management are often the most successful, with the lowest staff turnover and best profit margins.
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Whether you are a business owner, engineer, IT professional or a manufacturing head you need to be very aware of what you are doing if you want to maximise your performance.
In today’s business climate managers and executives are increasingly looking for new ways of doing things. These new approaches need to be based on a valid understanding of real world experience. However, one of the main challenges is that a manager’s eyes get bigger than their job description. In many situations in the business world it is easier to see someone around them who is being paid as a manager.
This is where management education and training can benefit you. Management training and development is an essential development strategy for organisations as it helps you to see the bigger picture. I call it a “less is more” approach, while at the same time helping you to manage your manager’s expectations.
What is management education? If you were to look up the definition on the internet, you would find this; Management education is a broad area which relates to the principles, practices and government regulation which is required for organisations to ensure their success.
The linking principles, practices and regulation that are required to guarantee success are what management education is about. It can be defined as the tool to allow managers to assess the core competencies required to produce superior performance within at individual, team and organisational level.
Management education helps to ensure managers have the necessary capability for planning ahead and professional decision making. Alternatively, management training may be required where there is a requirement to change the manager’s way of doing business. This may have a negative impact on the organisation you are working in; it may not. You need to evaluate both the issue of what management education is for you and the issues you are encountering. Management training is often required in areas such as; time & performance management, not without risks of abuse, indirect human resources, HR management, recruitment & retention.
insufficient personal CLV;
ignoring or underestimating other people’s capabilities;
a poor understanding of the importance ofPEchenER arenas to their job;
a high level of fear of the need to change their business processes, methods, policies or performance.
Management education can be self administered and can be competency based. An example of a competency based approach would be those employers who require managers to take and pass a competency test before being granted a management position. A self administered competency gave managers the ability to evaluate the skills and knowledge required to analyse and interpret data or perform a task safely. .
Management education ensures that managers have the necessary competency required in a given field of work or job role. Management education can dramatically change an organisation’s performance. Management training, performance enhancement and management development are the most commonly recognised and supported within organisations today. Managers are recognizing the need to skill-develop their employees and go through the process of developing a management team. These managers are effectively using their management skills and knowledge to develop the potential talent of their organization.
The following points are a few observations that can help you identify if management training is required. Firstly, managers need actionable plans to monitor how the organization is performing compared to the organization’s expected performance. Again, a leadership plan is required where you want your managers to act as effective leaders.
Secondly, a professional business coach can help managers identify the issues that they need to address. This person has the ability to look at your business from the perspective of a potential new manager within the organisation. The new manager is then provided with the same performance evaluation procedure as a current manager.
Thirdly, good management is effective communication – as well as interpersonal and people skills. Good business coaches develop a statement of intent with the manager and provide regular ongoing feedback on the manager’s development, along with an action plan, to help improve their overall performance.
Good business coaches can provide effective coaching that includes but is not limited to the following issues. dissatisfied managers, poor percentages of communication on major goals, internal conflict, lack of accountability AS/ASes, poorly defined roles, management training and development is required across the board – this only. Through coaching and development sessions, the business coach can help develop specific programs to help to improve performance levels.
Lastly, the business coach acts as a liaison between the manager and the employees. This means a current manager in a new role gathers up their employees to provide feedback on how to further develop their skills to be a better manager.
The advantages of a broader and more integrated approach to their company’s people, process and outputs, allowing you the manager to see the big picture, and to develop a plan, being considered and implemented, are like investing in a business asset.
But, do NOT confuse seeing the big picture by drawing on your combined business expertise and resources with seeing the entire picture from your perspective as a manager. Although, for some managers this is obvious – for others – it may not be.