The role of a manager has never been more critical or complex. As technology transforms industries, managers must develop a blend of essential skills to lead their teams effectively. To stay ahead, organizations need to prioritize management training and development, which not only improves individual performance but also drives overall business success.
What Skills Do Modern Managers Need?
When asked about the most important skills for modern managers, Brendan Noud, CEO and co-founder of LearnUpon, a learning management system, emphasized the growing importance of soft skills:
“The most important skills modern managers need are soft skills like innovation, decision-making, critical thinking, and creativity. These skills should be nurtured because they are transferable and will transcend the expiration of certain tasks and technologies, maintaining their value.”
Hard skills, on the other hand, have a much shorter shelf life due to the rapid evolution of technology. As artificial intelligence (AI) and other advanced technologies transform industries, certain roles once considered safe from disruption are being redefined. Managers must be adaptable, and continuous learning will be key to their long-term success.
How Can Training Programs Develop These Skills?
To keep up with this fast-paced environment, organizations should take a flexible approach to skills development. Noud suggests that tailored learning paths and microlearning can help managers upgrade their skills within their daily workflow:
“Blended learning and targeted structures can help develop agile employees. A company can build tailored learning paths and facilitate microlearning in an employee’s workflow. This helps support and direct workers to opportunities to upgrade their skills and prepare them for new responsibilities.”
This approach not only benefits the individual but also strengthens the organization as a whole. Managers who continuously learn and adapt can better guide their teams, fostering a more engaged workforce, higher retention rates, and a culture of innovation.
Designing Effective Management Training Programs
Creating a successful management training program doesn’t need to be overwhelming. According to Noud, the key is to start small and focus on areas that align with both employee needs and business goals:
“It’s a good idea to begin with something achievable. You don’t have to start with a complete set of courses. Pick one or two important areas relevant to your audience and get started with those. Once you have developed the first course or topic, you’ll have a framework that you can use repeatedly and expand upon gradually.”
By collaborating with a learning management system provider, businesses can customize training programs to ensure they are engaging, up-to-date, and aligned with their goals:
“Teaming up with a vendor to incorporate, customize, and automate corporate learning within daily workflows is the most effective approach to develop compelling content that is regularly revised, refreshed, and easily gamified if needed.”
Creating a Culture of Continuous Learning
Beyond formal training programs, fostering a culture of continuous learning is essential for long-term success. Managers must not only engage in their own development but also encourage their teams to pursue growth opportunities. As Noud points out, this begins with making the purpose of training clear and aligning it with employees’ career aspirations:
“When employees understand the purpose and personal benefits of their training, they are more likely to participate, which fosters a culture of learning. Effective L&D creates a feeling of advancement through accomplishments and inspires learners through friendly competition and rewards.”
By offering personalized learning opportunities, organizations empower employees to take ownership of their development. This sense of autonomy not only boosts motivation but also increases loyalty to the company. Managers who embrace this approach can create a thriving workplace where both personal and professional growth are prioritized.
