Management skills development is essential for organisational development and team success. It can make the difference between a team thriving or not. But when and how should it be accessed?
The Problem
Staff often get promoted into management positions because they are great at something completely different; the chief widget maker becomes the Head of Widget Making. And then the problems begin. Why? Because management skills are a very different skill set. But they can be learnt.
Traditionally new managers are sent on a course to develop these management skills. This can be a good starting point. However, there are a number of potential difficulties with this approach:
- You might have to wait for a good course to become available.
- Such a course covers what it has been designed to cover, when it has been designed to cover it. This may not meet the manager’s needs.
- A course doesn’t take into account the skills that the manager already has.
- There is little or no support to help the learner develop these skills once the course is over.
- There is no on-going advice on specific problems, just general principles
The answer to really effective management skills development is to use a mentor, with a vast array of experience and knowledge, to provide bespoke support and training. Good learning comes with input, practice, reflection and repeat, spaced over a period of time. Bespoke training delivered through mentoring can do this.
Mentoring can also give clarity and space for reflection. Problems can be dealt with as they arise.
This is one of the services that I offer.