Assuming you do, this is an often overlooked area.
Your front line managers.
As a leader you're always looking for ways to turn the dial on topics like revenue, margin, talent retention and customer satisfaction.
Look at the training you provide young managers.
All too often young managers are top performers in their departments who are then promoted and thrown into the role.
Having experienced this myself as a young sales manager, I can assure you "figure it out as you go" is not efficient.
SHRM also reports 57% of American workers say managers in their workplace could benefit from training on how to be a better people manager.
As far back as 2015 Gallup surveys showed “at least 70% of the variance in team engagement is explained by the quality of the manager or team leader.”
How many times have you heard bad managers as a reason for talent leaving your company?
Young managers need to learn both management skills and leadership qualities.
Here's how you easily line out an internal leadership program for young managers.
✅ Target the max 5 key skills you want your young managers to master
✅ Break each of those skills into 3 key NEED TO KNOW topics
✅ Expand each one of those topics in to max 4 NEED TO KNOW points
So now you have a key skills with each one broken into 3 supporting topics and those topics expanded with a handful of points.
For example, the key skill may be practicing Radical Candor.
The need to know topics might be active listening for understanding, probing questions and the dangers of ruinous empathy.
Each of those topics would have a couple supporting points such as what happens if you don't ask questions to understand the topic before replying or how tempting & dangerous it is to sugarcoat feedback.
All of this flows into understanding Radical Candor as the skill.
What do do next?
✅ Leverage the ocean of free material from Blanchard, Sinek, Extreme Ownership, One Minute Manager, Atomic Habits & Radical Candor (to name a few)
✅ Scour YouTube for short video clips
✅ Pull resources from leadership websites or LinkedIn articles & posts
✅ Layer on your firm's specific culture, values and industry needs
✅ Organize all this material to support the key skills and NEED TO KNOW topics you've outlined.
✅ Organize this material in a logical progression, spread over a reasonable time of a managers tenure
✅ Determine how & and frequency of delivering these sessions
Presto you just mapped out your own custom built new managers program.
It doesn't need to be cumbersome, complicated or costly.
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