In an ever-changing, complex workplace, managers are critical to organizational success. Managers are an often-overlooked group who play several key roles: They are a bridge between strategy and execution, the linchpins that hold teams together, and catalysts for productivity and innovation.
Why invest in developing managers? Organizations that do so position themselves for long-term success, with benefits including:
- Sustainable growth: Cultivating talent from within sets the organization up to grow in a more sustainable way. While becoming a manager is not the only way to grow one’s career, gaining managerial and supervisory experience can be valuable both for individuals and for the company. Developing managers is an important component of building a robust pipeline of people and business leaders. Investing in the development of managers not only enhances their individual capabilities and career advancement, but also maintains significant institutional knowledge and fosters a culture of continuous improvement within the entire organization.
- Employee engagement and retention: Studies consistently show that employees are more likely to remain with an organization that offers opportunities for growth and advancement. By providing managers with access to training programs, mentorship opportunities, and leadership development initiatives, organizations signal their commitment to investing in the professional growth of their employees. This, in turn, fosters a culture of loyalty and commitment, reducing turnover and the associated costs of recruitment and onboarding.
- Better business outcomes: A well-trained manager possesses the skills and knowledge necessary to effectively lead their team, empowering team members to reach their full potential. This empowerment translates into higher levels of engagement, increased productivity, and ultimately, better business outcomes. Moreover, when managers are equipped with the tools to mentor and coach their team members, the organization as a whole becomes more resilient and adaptable to change.
In essence, developing managers isn’t just an investment in individuals; it’s an investment in the future viability and prosperity of the greater organization.
But upskilling managers takes more than just relying on innate leadership qualities; it requires deliberate development. Whether you’re an HR professional, a business owner, or a manager yourself, here are four strategies to foster the growth of better managers within your organization:
Invest in Comprehensive Training Programs
Providing comprehensive training programs is essential for equipping managers with the skills and knowledge they need to excel in their roles. These programs should cover a wide range of topics, tailored to the specific needs of your organization or industry. Whether it’s through in-person workshops, online courses, or peer-to-peer cohort programs, investing in ongoing training and development ensures that managers stay abreast of best practices and emerging trends in your industry and/or organization.
Foster a Culture of Feedback and Coaching
Feedback is a powerful tool for growth, and cultivating a culture of constructive feedback and coaching can significantly enhance the effectiveness of your managers. Encourage regular feedback sessions between managers and their direct reports, as well as peer-to-peer feedback within management teams. Provide managers with training on how to deliver feedback effectively and constructively, emphasizing the importance of both positive and constructive feedback. Additionally, consider implementing coaching or mentorship programs where coaches help unlock insights or experienced leaders provide mentorship and wisdom gained from years of experience.
Promote Continuous Learning and Development
The journey to becoming a better manager is an ongoing process, and promoting a culture of continuous learning and development is key. Encourage managers to pursue opportunities for professional growth, whether it’s through attending conferences, enrolling in advanced education programs, or participating in industry associations. Provide access to resources such as books, articles, podcasts, and webinars on management best practices and leadership principles. Furthermore, consider establishing a formal career development path for managers, with clear milestones and opportunities for advancement based on demonstrated competence and performance.
Prioritize People Management
Perhaps one of the biggest challenges many managers face is the juggle of doing the work and managing the work simultaneously. For this reason, it’s critical that organizations prioritize manager development – meaning that they make time for managers to develop their management skills, implement them, and actually manage. We have seen organizations that don’t give people management the same time or respect as customer, product, or revenue-focused responsibilities. When this happens, managers don’t take the time to really manage. So while building managerial skills is critical, organizations must also elevate the role of manager and recognize the time and effort required to do it well.
Developing better managers requires a multifaceted approach that encompasses training, feedback, coaching, and continuous learning – all while elevating people management. By investing in these strategies, organizations can cultivate effective managers who are equipped to lead their teams to success in today’s ever-changing business landscape. Remember, the journey to becoming a better manager is not a destination but a continuous evolution—a journey that requires dedication, commitment, and a willingness to embrace lifelong learning and growth.
Katherine Nobles is a Senior Consultant at Paradox Consulting Partners, a management consulting company and Certified B Corporation that aligns talent strategy with business strategy to create high-performing, great places for all to work. She has nearly 15 years of experience in career, leadership, and organizational development. She has her BA from Virginia Tech and MEd from William & Mary. Follow her at linkedin.com/in/katherinenobles.
