101 Training Managers
For many business owners, the point of time at which a second manager is needed presents a roller coaster ride of emotions. There’s the excitement that comes with the expansion of the business; and there’s the fear of knowing that he or she will need to trust someone else to oversee parts of the operation.
A well-trained manager can alleviate that fear, and the following tips can help you get there.
Stay inside. Because the hiring of a new manager is often seen as a crap shoot, many businesses opt to promote from within.
“What better way to assess the person’s abilities and potentials than to observe them at work as a supervisee,” says LaRita Heet at business.com.
“Do they show uncompromising standards and responsibility in completing their work?” she asks. “If so, your next supervisor is probably right in front of your eyes.”
Perfect timing. Now that you’ve determined who to hire, you need to know when to train them.
“The training must be timely, ideally started before commencing in the new role but at least as the person takes up their role,” says Bob Selden of managesmarter.com.
Style setter. It’s important to remember that no two people are the same, and what may work for you won’t necessarily work for your new manager.
“The training must suit the manager’s learning style,” says Selden. “If the new manager is a detail-minded person, then a good book could help. Big picture people, on the other hand, might find it easier to talk through their challenges with colleagues.”
At the source. You may be tempted to invest in off-site training for new managers, but remember: the person most familiar with your company and the new manager’s role is the ideal person to do the training.
“It is he or she who knows the real challenges of the role and what the new manager must do to become fully competent,” Selden says.
“Make sure your managers are trained in how to train their managers."
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