Traditional management training teaches a little something and provides motivation for the participants to become better leaders. After returning to work, however, managers usually do not change their behavior and everything continues in the same way. If most management training is not very effective, how will a new generation of successful leaders develop? This question was recently raised on Fastcompany.com. An interesting article drew attention to the typical problems of management training and advised how to avoid them.
1. Too time-consuming
Long days and weeks spent on training steal time that the managers could be devoting to their real work. That is why you should consider a shorter course, for example, half-day training with ten-minute daily follow-ups.
2. Too expensive
Management training may be too expensive, particularly for small companies. You may try to focus on internal training provided by your own instructors. Count ROI in days, not months or years.
3. No focus
Anybody can present a long list of managerial competencies. Management training should, however, always be focused on one or a few specific topics. Focus on gradual improvement, not a single "crash course".
4. No follow-up
Once training is over, no other processes follow. This is a very common mistake. Each course should be followed by feedback, testing new skills and assigning new responsibilities.
5. Individual training only
New managers may find it very useful to be in touch with other new managers. Try to give the participants of your management training time together so that they can help and advise each other.
6. Groups are too large
The most effective management training takes place in small groups that allow more interaction and closer focus on specific problems. Participants can also get to know each other better and build closer relationships.
7. Too much theory
Talking about generalities does not help in specific management processes. Courses should be focused on the participants' real problems. Managers should leave the training course with specific solutions for their teams.
8. Missing tools
Many management training courses ultimately only provide inspiration and encouragement. They lack specific tools to solve problems and advice on how to grow as leaders. Remember that the purpose of management training is not to feel good, but to improve skills. Motivation is a good thing, but a tool is a tool.
-kk-