Most skilled jobs require a minimum level of formal training – plumbers and electricians for example, wouldn’t go to work without the necessary skill set to do their jobs. So why are so many managers, crucial to business success, not receiving adequate training?
CREDIT: This is an edited version of an article that originally appeared on Management Today
Effective management is paramount, yet a significant portion of business managers lack proper training. The rise of ‘accidental managers,’ individuals promoted for skills in areas like finance or HR rather than managerial experience, exacerbates this issue.
Celie Floyd, chief proposition officer at Cappfinity says, “It’s a challenging market and lots of companies are really struggling. Core management skills are crucial when it comes to driving up performance.”
Proficiency in a specific job doesn’t guarantee success in management, especially when thrust into the role without adequate training and support. Despite the persistent shortage of management training, Professor Cary Cooper of Manchester Business School suggests a potential solution: revisiting government-mandated training schemes for specific sectors, fostering alignment with evolving workforce needs.
Professor Cooper says “”More managers than ever need to be trained, but there have been several times over the past 30 years when companies were doing more management training than they are now.”
Professor Cooper suggests that one possible solution is a return to government-mandated training schemes for particular sectors.
There is a need to develop better managers capable of bridging the gap between digital proficiency and interpersonal skills. Early career professionals often lack the understanding of navigating large organizations, relying on managers to guide them in networking, stakeholder mapping, and building alliances. Professor Cooper added “I was talking to someone in my network last week who pointed out that the early career professionals they have coming in now don’t know how to navigate big organisations. They don’t understand things like networking, stakeholder mapping and building alliances. It’s going to be down to managers to explain that – the manager/employee relationship is really important.”
The takeaway is clear: investing in management training is essential for business success. After all, failing to prepare is preparing to fail. With that at the forefront of the mind, it only makes sense that companies should invest in the people who can most significantly impact their company’s performance.
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