Management Development Principles for Success

Management Training Concepts for Successful Development

Table of Contents

Mastering the Skills for Training and Development

Selecting and Training the Right People

The most realistic definition of a successful manager is the ability to get important work done through others.How important is it for a company, a business owner and a manager to consider every aspect of management development? It is a pillar of the highly productive companies and most productive managers.

There are two key components of being able to execute this definition

Mastering the appropriate management skills

Selecting and training the right people for the team

Mastering the Management Skills for Training & Development

1. Planning & Project Management

Develops a project or assignment plan for important work
Selects the right people for the assignment
Coordinates the selection and application of resources
Reports progress and results to senior management

2. Organizes the work and coordination of business unit efforts

Establish rules, guidelines and parameters for both the work and how the team functions

3. Applies Controls & Solves Problems

Manages the progress and direction of projects and assignments
Pre-sets alternatives and fall-back plans
Removes assignment obstacles and road blocks
Implements periodic progress reviews

4. Manages Personnel

Sets hiring requirements
Interviews and selects recruits
Develops and implements employee training
Conducts performance reviews and assessments

While there is much more to successful management, the above criteria provides a solid over-view of what a manager does to carryout his/her responsibilities.

Step One is Involves Assessing Strengths & Weaknesses

professional development and training

Keys to personal development = talent, training and aspirations.

Whether a manager, owner or executive is developing their own development program or working to create a management development protocol for members of their team or business unit, assessing the current skill set is the starting point.

When it comes to actually mastering the skills for management success it really is a medium to longer term process. In many cases it will involve gaining specific skills where the assessment indicates development is needed and this can be a one-skill-at-a-time process.

Management development is about gaining important skills, methods and techniques that will catapult the ability to build a high-performance team and lead them to success at executing important work. There are some specific criteria here that must be followed:

A manager or management trainee must understand what it takes to be successful and have an attitude that they need training and development to grow.

The time and resource to learn and implement the skills for success must be made available.

Periodic evaluation and time tables for completion of learning set.

Motivation, rewards and incentives matching the importance of the training and teh level of achievement will help in development success.

There is an element of “self- belief” about your ability to grow to higher levels of accomplishments…linked to the need for development. In the case of a manager development other managers, leadership and a clear demonstration that your people have what it takes to develop at a higher level and the expectation that they will do so.

professional development

Personal excellence and professional development.

If the work and responsibilities of a business unit or team are important they you have to accept that the skills and abilities of the manager in charge are of critical importance. There are no perfect managers. Everyone can grow, develop and performs at a higher level. The truly great managers or executives are always looking to get better. They expect their people to get better. They create a culture that expects people to grow and develop. Management develop is a core precept for success.

Selecting and Training the Right People for the Team

The second component of being able to execute the responsibilities of a manager to get things done through others is, well the “others”! There are many constraints to getting and keeping the right person on the team. You may have budget limits, hiring freezes, not enough candidates to choose from, salary restrictions, etc. Doesn’t matter. Even if it takes you more time than you would like you have to consistently focus on making the talent of the team better.

Making the team better Involves Hiring Right and Training right

I know most people who read this article will have heard the following quote but I have never found a better description of the concept. In his classic book Good to Great, Jim Collins says, “…to build a successful organization and team you must get the right people on the bus.” It will be equally important to exit the wrong people off your bus!

Recruiting the right talent is an advanced skill and process all by itself and much has been written here. For our purposes, getting the right people for your organization involves four steps:

Building a really clear and accurate job description

Pinpointing the characteristics for success at the job

Finding role models to confirm all aspects of who you are looking for in a candidate

In-depth interviewing, testing and referencing.

A successful manger just can not short-cut any of these steps. Some may have others in the organization who complete some or all of these steps. A small business owner or department head may need to do all this themselves. Doesn’t matter. It all has to be done. Short cutting any of these steps will likely doom your hire to failure or the manage to frustration.

In many cases, it is equally important to get the “wrong people off the bus.” This may apply to a situation where the manager took over an existing team of people, where one or more members of the team are not performing as expected or an small business owner who has someone that just isn’t cutting it.

Here you have both HR Guidelines to follow or Federal employment regulations

The point is that you have to follow the rules to the letter to avoid the risk of an improper termination issue but you have to start right now if someone on the team is under performing. Detail exactly what is expected, where the employee falls short, what development or training steps are needed and check points for achieving the training expectations. Be tough but fair and stay on top of progress at every turn. Document, review with the employee and and if improvement does not come quickly, then move to terminate within the rules and regulations.

One under performing of disruptive member of the team can have a real negative impact on the team itself.

Here is an interesting reference on the process of performance measures, particularly for the entrepreneur or small business team from Infoentrepreneurs.org below…

“Performance measurement and target-setting are important to the growth process. While many small businesses can run themselves quite comfortably without much formal measurement or target-setting, for growing businesses the control these processes offer can be indispensable…”

Summary: Pinpointing and mastering the skills for management success and recruiting, training and development the people on your team are indispensable ingredients for success. A manage or business owner simply can not ignore these important factors and must consistently focus time and energy on them.

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