Debbie Narver, BSc MBA MScIBStrategic Management Instructor at NMC Strategic Manager

How do you ensure high value return from professional

development of managers in your organization?

People are usually an organizations most important asset.

So how do we make sure we develop their potential in the most effective way?

Consider how much timeand resources are invested in management training. How do you know if you are getting a good return on that investment?

And there are so many different options, topics and approaches for management training. Where do you start? How do you set priorities?

In this presentation, I will outline 3 criteria to consider when deciding on the best approach for management training in your organization.

3 criteria for selecting an effective management training program

Obviously there will be many differences in the details based on the type, size, maturity and industry you are in. But I believe these criteria would be fundamentally the same in most cases.

Criteria 1: Align management competencies with your strategy

What are the critical skills and competencies that your organization needs to cultivate to implement your strategy?

Example using low cost strategy

• To implement such a strategy, perhaps your organization is going to focus on efficiency. And perhaps you want to focus on high volume productivity. So you are going to want managers that are very skilled in performance management. They need to be able to analyze, coordinate, plan and monitor. They need to be able to solve day to day problems quickly.

What management competencies support this strategy?

You may want to focus on the competencies that are going to help managers achieve these goals. So while training in “soft” leadership skills is always desirable, it might not be as important as training in more analytical skills, such as problem solving and decision making.

Example using differentiation strategy

In this strategy, you win by being different than your competition. So you want to create a unique focus. Perhaps the competencies that will get you there are things like strategic thinking and innovation. So you may want managers that can bring out the creativity and diversity of people. They need to provide leadership to empower employees to be proactive.

What management competencies support this strategy?

In order for managers empower employees to bring out creativity and innovation, you may want focus on competencies such as cross cultural leadership and strategic communication.

Also consider your organizational culture

What competencies will enable the type of organizational culture you need to achieve? If you want to build on the culture you have, you will want to continue developing the type of competencies that you have been encouraging. However, if your organization wants to change their culture (and that IS sometimes a critical part of strategy), then you need to consider the types of competencies that will move you forward. And skills such as Change Leadership and Management will be important for your managers.

Criteria 2: Balance individual & organizational needs

So while earlier I talked about an approach to make sure professional development of managers focuses on the needs of the organization, we also need to consider the individuals and their desire for growth.

Each manager has unique skills, experience and learning styles

• Also consider practical aspects, such as different schedules and locations. So it can be difficult to find a one size fits all approach.

• One way to customize each persons training plan is linking it to their performance plan. Here, you can set their training priorities for the year.

Criteria 3: Incorporate Measurements

How do you know if your managers have learned what was expected? How do you know the value your organization received from the investment of both time and dollars?

Examples of measurements

In my courses, I have set up a self evaluation tool. The learning objectives of the course are clearly laid out. And at the end –the students are guided to evaluate themselves relative to those objectives.

I believe that self evaluation can be a very effective tool for managers. However, some may disagree and prefer exams. But the bottom line is to make sure there is someway to evaluate the results of the training.

Summary on management training criteria

1. Decide on the competencies your organization needs to develop for achieving your strategy, and put a high priority on training for these.

2. Balance the above with the needs of individuals. Consider their strengths & weaknesses, learning style and logistics. Discuss with them during performance planning.

3. Make sure that the training program incorporates some type of measurement to determine if the individual has met the learning objectives.

Learn more about Strategic Management Development and Training for Managers

www.nmcstrategicmanager.com