Jay Tankersley

In the day-to-day aspects of a manager’s duties, succession planning often gets lost in the shuffle. While other responsibilities, like coaching job performance and focusing on productivity, are afforded a lot of attention and training effort, succession planning isn’t usually thought about until it’s actually needed. 

But, the fact is leaders move on from time to time. When this happens, it’s crucial to have a qualified replacement waiting in the wings and ready to take on the new role. So, are you in dire need of succession planning training for your company? 

“Change” is often a scary word in the business world. Employees dread it, managers are intimidated by it and, many times, the change fails before any team members are even faced with it. But, with the right management training, change doesn’t have to be a looming threat to your company’s stability.

Change management isn’t just about dealing with a time of transition. It’s about changing the way you manage the transition to keep things running smoothly for employees. To do this effectively, it’s important to understand three major challenges you’ll need to overcome.

In many sales teams, there is a plethora of problems that exist – which greatly impact your ability to generate new revenue, frustrating both your leaders and your sales team members. Fortunately, there’s a solution to many of these sales issues, and it comes in the form of sales performance training.

To identify your need for sales training, look for these six warning signs among your sales team members.

Do you see issues in your team’s performance and think that management training could be the solution? Recognizing that you need a new training program isn’t enough. For a commitment-based training program to achieve maximum effectiveness, it must speak to the typical problems your employees face and the management skills they currently lack.

One of the biggest responsibilities owned by a manager is the professional development of their employees. Look back at how your team operated a year ago, and compare it to now. Are they working more efficiently and making regular progress?

If not, your performance training and reviewsmay be a contributing factor. Providing performance feedback is a critical skill that managers must possess. By making your feedback constructive, you’re able to coach improved employee performance.

Whether you’re conducting employee performance reviews on a monthly, quarterly or annual basis, take note of the following tactics and apply them to your process.

Have you fallen into the trap of compliance-based training and failed to promote a commitment-based approach? Many companies check off training boxes to simply stay compliant. But, if you want to make real improvements to how your company operates, you need to cultivate a workforce that’s committed to learning. Are management training and self-improvement part of your regular routine?

What are you currently doing to improve workplace productivity? This is a common goal for most companies, yet many don’t know how to attain it. You may be able to identify inefficiencies in daily operations, but perhaps you’re not sure what to do about them or how to prevent future challenges.

If you don’t know how to address these issues or where to start, look to management training first, as this is an effective way to boost workplace productivity.

Setting professional development goals for your team is an effective way to motivate performance. While there are a number of goals that impact the way your leaders manage their employees, it’s imperative to look at how your teams are operating, too.

Whether you’re developing quarterly objectives for your team or setting broad goals for your company, take time to think about what goals you want to establish and how to do so properly.

When companies are on the hunt for management training courses for their employees, they tend to consider factors like price and choice of material. Often, they fail to put the appropriate thought into the selection of a delivery method.

The fact is every company is different, so various types of delivery methodsare right for various types of workforces. If one of your goals is to improve the effectiveness of your management training program, you must take how your employees learn best into consideration – and that means examining the program’s delivery method. Start by identifying possible flaws that exist in how your employees are currently learning.

How does your company view management training? Are you using it as a compelling professional development tool, or are you just checking off training boxes to remain compliant?

Many companies are just scraping by, completing the bare minimum when it comes to training – and nothing more. But, the most successful management programs are ones that companies are dedicated to over the long term. It’s about more than compliance. It’s about commitment.

The right investment in management training goes beyond purchasing a course and providing it to your employees. You need to integrate training and self-improvement into your company culture.