Why is management training important ?
Often senior decision-makers appoint the respected and valued expert of a team to relatively junior managerial positions. Up to this point acquiring and applying technical and functional expertise was the key driver for the appointee’s success. However as the manager progresses to more senior positions the challenge for the company and the individual is different. It is not about simply about acquiring additional technical or functional knowledge but, crucially, about learning to manage interpersonal relationships, to influence and achieve goals through others.
Management training is about acquiring and developing the attitude, discipline and skills in order to meet this responsibility. Senior decision makers know that management training is not a “one shot action” and as in competitive sports, success is built on regular training, feedback and repetition at different stages of a managerial career with increasing levels of difficulty.
At Redwood Talent Partners management training is meticulously prepared with the training decision-makers and participants, as customization is a key success factor for all our assignments. The preparation consists of:
- A strategic meeting with the training sponsors and decision-makers to customise the programme
- An individual and confidential interview with each participant
Customization ensures that we embed the training programme into a company’s culture, address challenges and put emphasis on specific skills or situations that the client needs to focus on. It also serves to proactively create a climate of confidence with the participants, understand their personal challenges, expectations and generate personal commitment, which is the basis for successful learning.
The Redwood Talent Partners approach
The Redwood Talent Partners team have training delivery experience covering many of the fundamental acts of management, notably in change situations :
- Empowering with appropriate use of delegation
- Communicating difficult decisions with firmness and empathy
- Conducting a realignment meeting constructively
- Adapting to different managerial situations
- Recognising achievement effectively
- Acknowledging managerial mistakes with exemplarity
- Conducting an efficient meeting with a line manager
- Mobilising a cross-functional team within a change context
The following principles underpin our approach to management training :
- A balance between theory and practice : participants’ active contribution, use of role-plays
- Interactivity: Experience sharing within the group and exchange of best practices
- Constructive feedback: Focus on strengths followed by development points
- Individual commitments from participants to implement priority actions
After the training session we recommend individual follow-up discussions with the participants to encourage commitment, engage in overcoming any remaining obstacles and give guidance for further steps.