When training a manager to strive for successful management in the workplace, it will not only create a healthier and happier environment for their team, it will also advance leadership potential.
Here are 5 tips to consider when training a team for successful management:
1. Employee Review
Managers need to remember that when providing staff feedback, it can be very demoralizing and uncomfortable if they criticize a team member in front of others.
Train him or her to be aware that this type of feedback will not boost their own leadership stance, nor will it showcase their position and power in an effective way. Show the appointed manager the potential and significant damage it can cause to team dynamics, and their reputation.
Remember to indicate the risk of losing their respect and commitment from their team, not to mention the embarrassment it can cause them. Show them it’s simply not worth it!
One idea is to have the manager meet with their team members on a regular basis. The opportunity to connect regularly with their team is extremely beneficial for the working relationship and ultimate organisation success.
Employees usually dread performance reviews as they are perceived as an opportunity for criticism, so it is important to re-position these meetings in a positive and engaging way as part of the strategy.
This will enable a manager’s team to not view these one-on-ones as ‘review’ meetings but rather opportunities for ‘sharing’.
Detail why these meetings provide a great opportunity for their team-members to share career goals and desires; gain feedback on what is working and what isn’t, and determine opportunities for future improvements.
Make sure to point out that these meetings are not just about the performance of their team members, but are more encompassing and provide the opportunity for them to share their personal and professional aspirations.
2. Staff Behaviour
When teaching your client about staff behaviour as part of your manager training program, make it a point that when he or she hears a team member has acted inappropriately – to not assume something is the truth without fact-checking and doing research.
Point out that jumping to conclusions can lead to innocent and valuable employees being punished or let go.
Part of the manager’s strategy is to investigate, and gather information and facts carefully when he or she hears that there may have been inappropriate acts in the workplace.
Let him or her know that a good place to start is by meeting with the staff member and to provide them with the opportunity to share their version of the events. The manager needs to ensure that he or she has gathered information from a range of sources before taking any action or coming to conclusions.
Managers may think that they should hold people accountable, but this is not always the case. It is important to highlight the right steps that are needed when he or she has come to a conclusion that a team member has acted inappropriately.
Part of the manager’s strategy is to take the time out to share with the staff member the details of how they have come to the conclusion, the impact that this has on the team, the organisation or the employee.
It is important that the manager focuses on the situation and behaviours, and train him or her ways to clearly articulate why this is not acceptable.
Remember to point out that they may face backlashes; however it is important that the staff member not only understands, but also always upholds organisational standards.
Let them know that it is very important for the entire team to help creating a safe, fair and ethical working environment.
3. Employee Skills
One of the main goals a manager should have in your training program should be not to be complacent about the weaknesses in their team. The reality is that everyone has a weakness, but it does not mean one cannot improve or not live up to their potential.
One of their main goals as a leader should be to provide their team with the opportunity to implement development strategies, and inspire their team to challenge themselves to develop their capabilities and grow, which will drive the overall performance of their entire team.
People are naturally motivated by their own earning potential.
However, let the manager know that research clearly shows that if team members feel valued, are challenged and are provided with development and career opportunities, they are more likely to stay loyal to an organisation rather than being lured to other organisations based on the remuneration packages.
Teach the manager that providing access to professional development opportunities such as short training courses and embracing new technological changes will be highly valued by their team members but will also provide a positive contribution to the organisation with their enhanced skills and knowledge.
When managing a project, managers may fall into the trap of getting lost in the details and lose focus focus on the bigger picture goals. Teach managers that micromanagement is a big no no as they are second-guessing their team’s abilities.
This type of leader tends to believe they can do any task better than their employees, and this can definitely impact on their team’s motivation at the workplace.
Train managers to create an environment with clear standards and boundaries, and to have faith and trust in their team’s abilities when delegating tasks to the organisation.
This trust will empower the team with their responsibilities and motivate them to strive for high levels of performance as they feel the responsibility of contributing to the success of the project.
5. Workplace culture
Difficult or stressful times can influence managers to become unfriendly, cold or distant. Many managers may believe that they need to be the busiest person and bear everyone’s burden. Managers need to also be trained how to relax every once in awhile, especially when times are busy and chaotic.
Teach managers to keep their emotions in check, such as through relaxation techniques, and encourage them to push through the challenges. It is important that a team feels comfortable in approaching their manager in both good and bad times, and that he or she facilitates the opportunity for open and supportive discussions.
Managers may think that the maintenance of workplace culture is the company’s task as a whole. However, it is important for them to understand that smaller culture within the team is their responsibility.
Workplace culture often shapes the ability of the team to connect with their managers. This can be through creating some traditions or organizing social activities outside the workplace periodically such as an end of financial year celebration or annual Christmas party.
Explain ways to build collegiality that will allow his or her team to relax and take their focus off the day to day working environment. A great way to recharge the team’s motivation!
It is important for leaders to remind themselves that without their people, they do not have a team, and cannot achieve – so he or she needs to put them first and everything else can come after that.
Help managers create supportive, collaborative and fun working environments, and this will lead to highly motivated and productive organisational teams.
Enhance your business skills in professional training and with these strategies in mind, your training program will see positive changes within managers and their workplaces you work with.