From "Accidental Managers" to Intentional Leaders: The Business Case for People Manager Training

Today’s topic: “accidental managers.” I’ve been on the pulpit about supporting people managers in the mid-ranks of an organization and this term resonated with me. UK-based Chartered Management Institute defines them as untrained professionals promoted into management positions simply because they are popular, good at their job, or happen to be available to take charge.

Know any of those? Are you one who is asking for training and support? Is regular communication happening? Is “empathy burnout” something you’re discussing with leadership? So many roads to manage!

CMI’s massive study from late last year showed that 82% of managers who enter management positions have not had any proper management and leadership training. U.S. data is showing at least two-thirds of managers are experiencing the same.

Not surprisingly, global research shows a consistent link between strong, highly trained managers and more effective organizations. But we’re hearing time and again from managers and employees at companies of all sizes that training is not provided. If it is, support is sporadic or reactionary at best.

I understand there can be a significant barrier to getting leadership to commit to programs that consistently train and support people managers while also communicating ongoing resources. However, with the right partners, it’s not only possible but also sets your company apart by enhancing the employee experience and reaping all the associated benefits. Here are a few key strategies to consider:

1. Understanding: Put processes in place to regularly collect insight into the challenges people managers are dealing with day-to-day. This part of their job can be a significant portion of their day and the most draining, especially if they are having to figure it out on their own.
2. Training Programs: Offer comprehensive training programs specifically tailored to developing management skills. These can include workshops and online courses that cover conflict resolution, effective communication, delegation, problem solving, employee development, HR compliance, and team building.
3. Mentorship and Coaching: Pair inexperienced managers with seasoned mentors to provide guidance. Mentors can share their experiences, offer advice on handling complex situations, and be a sounding board for new managers to discuss challenges and solutions.
4. HR Support: Leverage the expertise of the HR department to support managers with people management issues. HR business partners can offer advice, mediate conflicts, and provide additional training resources.
5. Peer Support Groups: Create peer support groups or forums where managers share experiences, challenges, and best practices to foster a collaborative learning environment. These groups can serve as a platform for mutual support and collective problem-solving.
6. Clear Expectations and Goals: Set clear expectations and goals for managers so they understand what is required to succeed. Providing specific, measurable objectives allows them to focus on key areas of their role and track progress.
7. Encourage Open Communication: Promote a culture of open communication where managers feel comfortable seeking help and discussing their challenges to alleviate pressure. Regular 1x1 meetings with senior leaders provide a platform for discussing issues and receiving guidance.
8. Regular Feedback and Evaluation: Establish a system of regular feedback and performance evaluations to help managers understand their strengths and areas for improvement. Constructive 360 feedback can guide managers in refining their management techniques.

People managers deserve to be given the training to succeed at the jobs we put them in. We wouldn’t expect other positions at the company to make a product or deliver a service without the tools they need. And for leaders – investing in people manager training creates a ripple effect that enhances organizational effectiveness, employee satisfaction, and business success.

It’s just good business. Would you agree?

Contact me if you're ready to focus on training support and comms strategies for people managers. Would love to help.