It may not be true that “people don’t leave companies they leave bad leadership” but it is a good saying when there are leadership gaps. Promotions are often based more on individual performance than on management abilities, which can lead to the loss of great talent.
Gartner’s recent study highlights the crucial role managers play in the success of organisations, particularly as the expectations placed on managers have increased dramatically since the pandemic. Last year, HR leaders made leader and manager performance their number one priority. They realised that ineffective management could lead to burnout of employees and poor organisational outcomes.
Gartner’s study shows that effective managers are a key factor in the success of an organisation. They are 15,4 times more likely than others to be high performers. It is important to combine career advancement with the development of management skills to prepare employees for new roles.
According to a recent survey, 2/5 (40%) of UK employees believe that their managers lack the necessary training and skills to do their job. 67% have quit or seriously considered quitting their jobs due to poor leadership.
Businesses need to rethink how they approach new managers, and ensure that they have the right tools for them to be able lead effectively. It requires more than just technical training. A holistic approach is needed that includes leadership development, emotional Intelligence, mentorship and personalised learning.
These areas can help close the skills gap, and support employee growth through their entire career. Elliot Gowans shares with us five ways to close the skills gap and help new managers.
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Provide early and continuous management training
Effective management training is important not only for your personal development but also for the health of the organization. In today’s fast paced business environment, top-down management is giving way to decentralised approaches which foster collaboration and innovate. It shouldn’t just be an event. Instead, it should be a continuous commitment that starts before the promotion.
Companies often promote top performers, but do not provide the necessary support to develop their skills beforehand. This can lead to failure. It is important to expose high performers, those who are on the road to management roles, to managerial principles as early as possible. Only 25% of managers believe their organization’s skill development programs are effective.
The training should be centered around structure, organization and processes, and include skills like decision-making, data analysis, and risk management. It should also cover the subtleties of communication and management. These abilities are usually more formal and structured, which makes them easier to measure through performance metrics.
The non-technical abilities that influence mindsets and behaviors – also known as soft skills or power skills – are much harder to measure, but they are still essential to both organisations and employees. The right systems and workflows are needed to integrate training at the right moment, thereby helping to embed the leadership principles.
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Supercharge soft skills in managers
In order to create a workplace that is inclusive and nurturing for all employees, it’s essential to recognize and value individual differences. A diverse skill set will help managers adapt to changes, motivate their team, and navigate through challenges effectively. Powerful team members will be more effective in their role.
Enrolling in online coursesspanstyle=”font weight: 400 ;”>,, such as the Workplace Soft Skills Course, can be an excellent first step to help managers explore new ways to improve their teamwork, work ethic, creativity, or problem-solving skills. These courses offer insights into how to foster a positive workplace culture that encourages teams’ success. Cohesive teams are crucial in today’s business environment for executing complicated projects and achieving goals.
Skills training programmes that emphasize emotional intelligence, effective communication, conflict resolution and time management techniques, focus on essential topics like teamwork, resilience, adaptability and other important skills. This comprehensive approach enables individuals to excel at their jobs, increasing productivity, satisfaction and career advancement.
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Leverage mentoring and coaching
Mentorship is a powerful tool for developing the skills of new leaders. Mentors can provide invaluable insight, especially those who have navigated successfully through the management journey. Mentorship programmes that pair new managers with leaders who have experience can offer much-needed support in terms of both practical advice and emotional guidance. This support can help to reduce the pressure or fear that new managers may feel when they begin their new job.
Mentorship can also foster a culture where feedback and improvement are encouraged. It goes beyond the day-today advice to tap into a wider vision of leadership. This includes managing for long-term outcomes, developing strategic thinking and improving decision-making skills. Coaching complements mentoring by providing personalised guidance which builds confidence, refines skill and helps unlock full potential for both current and future positions.
AI coaching has emerged as an important tool for personal and professional growth, particularly where professional coaching is perceived as expensive. It may not have the emotional intelligence and nuance of human coaches, but it is effective with explicit and clear success metrics.
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Investing in digital learning software to personalize learning
The advent of digital learning solutions allows organisations to offer customised, targeted programs at scale. Use technology to assess skills, identify gaps in competency, track progress and provide tailored learning opportunities to meet the needs of each manager. This allows companies to not only monitor and develop their new managers, but also adjust learning paths based on individual progress.
AI also offers new ways to train new managers. AI-powered chatbots and simulations allow new managers to experience realistic scenarios in a structured environment. This allows for feedback, and helps managers improve their skills in areas such as negotiation and interpersonal communications.
It is important to have a targeted approach when it comes to learning, so that managers can receive the support they need at the right time. Businesses can use data analytics and advanced technology to deliver content tailored to the challenges each manager faces, eliminating the inefficiencies associated with generic training programs.
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Create clear paths for continuous development
To grow within the organization, new managers must see a clear pathway. Although assuming a leadership role is an important milestone, it’s not the end of the journey. By providing ongoing development opportunities, such as advanced leadership classes or attending industry seminars and workshops, managers can feel fulfilled at work.
This approach allows managers to be in charge of their learning and find resources beyond the formal training they receive. Organisations can help managers grow in a career with a purpose by embracing a culture that encourages continuous learning. They can develop a variety of skills that will help them adapt to changes, motivate their teams and overcome challenges.
It is especially important to retain talent. Employees who are constantly learning and progressing within an organization are more likely remain loyal and committed. A solid development path helps managers to anticipate future challenges, and take proactive measures before they become problematic.
Training is important for all employees at every stage of their career
In the end, creating an environment that prioritizes growth and upskilling throughout the employee’s lifecycle is what will help new managers succeed. It is important to identify potential leaders as early as possible, provide the support and training they require, and continue investing in their development. Businesses that commit to upskilling employees not only close the skills gap, but also create a more motivated, engaged and capable leadership team.
In order to improve the management capabilities of an organisation, it’s important to cultivate future leaders. Businesses can encourage employee satisfaction and success by providing meaningful development opportunities. It is evident that if UK employers are to retain their talent, they must invest in the development of leaders. This could lead to employee turnover and possible losses for competitors.
By investing continuously in development, emotional intelligence and mentorship, companies can cultivate leaders who will make a difference and create a work environment where everyone is able to flourish.
The original version of this article, How to close the gap between soft skills and new managers, appeared first on Human Resources News.
