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How to mold the managers who drive the success of your business

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Here is a shocking fact of US companies: Leadership training is usually not done until managers have been at work for a decade or so.

I think it's easy to understand why it's so. Very often, individuals "moralize" or evolve towards management positions. This can happen in several ways:

  • The organization grows up and a successful employee in a given department assumes a leadership position.
  • A manager needs someone to fill it and eventually the "fill in" becomes permanent.
  • A department borrows a star employee from another department and it evolves into a leadership position.

You can probably think of other scenarios where employees end up in managerial or managerial positions without formal preparation for their new roles.

I wonder if this phenomenon is causing the fact that the main reason people leave their jobs is that they do not get along with their managers.

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What do you think? Simple coincidence? I doubt it.

It is important to note that people "evolve" into management positions for good reason: they have excelled in their work and have been noticed by corporate executives. However, this could be an example of no good action goes unpunished if it ends up creating managers whose human skills and leadership skills are not up to the demands of their positions.

Do not let your good nature and your desire to recognize high performing employees turn into a negative situation. Prepare your beginner managers with enough training to get them started on the right foot. There are a number of free and paid courses that you can support if you do not want to create your own training materials.

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Some of the free online college and university courses are:

The American Management Association offers paid courses, including management skills for new supervisors, which is a three-day course offered in various cities nationwide. AMA has other management offers that may also be of interest to you.

But let me warn you that putting a new manager in a fast course is only the first step to follow. Pairing your new managers with recognized leaders in mentoring or coaching relationships is essential. Do not do it, it's like writing a few lines on a card, then sending your newbie to win a potentially hostile crowd.

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Of course, choosing a good mentor is something of an art. The mentor must have the necessary knowledge and the right disposition to supervise or supervise a young manager. Anyone who feels threatened by young talent should be excluded. In fact, successful mentors want their charges to go beyond what they themselves have managed to do in their careers.

So do not wait 10 years to give your managers the training they need to move your business forward. Start giving them the knowledge and skills they need from day one … or before.