For employees, managers are the ‘face’ of your organisation. Their manager sets expectations, provides (or denies) support, communicates strategy, resolves problems, and delivers feedback.

Weak or inexperienced line managers, however well-intentioned, can easily create a poor employment experience, which can have a significant impact on their subordinates’ engagement, wellbeing and attrition.

Domain expertise does not guarantee management success. The skills that makes someone a talented analyst, developer or designer do not automatically translate to line management.

While a new manager might be able to earn authority from their technical prowess or personal popularity, they will ultimately need to add new management-specific skills to their professional repertoire to fully thrive in their role.

Management experience is rarely acquired elsewhere. Someone’s early life experiences, academic studies and initial career rarely put us in positions of leadership or authority.

We also only have a limited pool of ‘role models’ to draw upon as we develop our own management persona. At the same time, management is too important a role to simply learn learn by making a lot of mistakes. Instead, appropriate training can save managers a lot of time – by allowing them to learn from other people’s mistakes instead!

Management training boosts internal mobility. Providing training in management & leadership development allows you to develop talent internally.

It provides a career growth pathway to junior employees, and gives you the confidence to elevate individual contributors into managers. It also develops a management function with a history of hands-on knowledge and front-line experience at your organisation, rather than devoting resources to making external hires for management experience, who are less familiar with your organisation’s work.

Management training reveals unknowns-unknowns. For many managers, it’s far from obvious what ‘soft’ skills are required to succeed in the role, or what their own skill gaps might be.

Genuine management challenges may appear to be an amorphous series of awkward discussions, crossed wires, or personality clashes. But decades of careful research have focused on exactly these issues, and generated powerful explanatory frameworks that identify the key dynamics at play, isolate their causes and suggest solutions. The models in our training courses are chosen to create lightbulb moments that make new leaders say: “Wow - I’d never thought of it that way, but that’s such a useful way of looking at it!”

Training your managers ensures consistent results across your organisation. Even experienced and high-performing managers may not fully understand ‘what they’re doing right’, or why their management style usually works… but sometimes doesn’t.

Our leadership development training aims to reveal the combination of approaches required for adaptable managers to lead in a variety of circumstances.