How to improve the impact of management training
Many organisations are at a place where they are aware of how important organisational agility is and how vital it is for line managers to be at the heart of that. While traditionally, management training has focused more on driving greater performance, over the last 12 months experts have seen less pressure on performance and more emphasis on having better prepared, better-equipped managers.
So what does this actually mean and where does L&D go from here? How can we improve the impact of management training within our organisations so that we can boost inclusion and belonging, and achieve better business outcomes?
Ollie Browning, GO1's UK Head of Sales, was recently joined by L&D analyst Laura Overton to address some of the common challenges organisations are facing when it comes to management training. During their conversation, they spoke about how L&D can think differently about management training, while providing practical tips on how to improve the impact of management training and add business value.
Check out some of our favourite highlights below.
What is the role of technology in management training?
If the past 12 months have taught us anything, it's that technology has the powerful ability to bridge gaps and bring L&D together. It helps us build awareness of the tools for the models we need to be applying as managers, and it helps to stretch our imaginations by having access to the right tools at the right place.
Technology is serving up a world of new opportunities and when used correctly, can be massively helpful to L&D strategies within organisations.
Now as we look forward, we are presented with a new unique challenge. How can we redefine what success looks like in the context of what business success looks like, and what is the role of the manager in that space? Laura explains more below:
Top three tips to improving management leadership training
If you're really serious about shifting the diversity of your management teams, you need to shift your mindset to include all kinds of different individuals in your training program. Laura breaks it down into three practical tips:
1. Keep it simple!
When exploring new ways of management training, simplicity is key. Find out exactly what your managers need to perform their jobs better and make sure it's easy for them to access that.
2. Use management development as an opportunity to create a new (and better!) model of learning
This is the perfect opportunity to change habits and approach management in a more holistic way. Nailing this process can have many positive ramifications, allowing your team to go from strength to strength. It all starts from the top.
3. Embrace inclusivity of belonging through your management programs
Research has shown that managers are motivated by learning how to do their job faster and better. This is where the creative use of technology can really help in a way that other media simply can’t due to cost and time constraints.
Keen for more L&D insights from Ollie and Laura? Listen to the podcast.
You might also like to check out our other conversations in this series:
- Michelle Ockers on improving the impact of compliance training
- and Shannon Tipton on improving the impact of onboarding