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Let's start with the fact that there are many approaches, models and theories that speak about what a good leader should be - in terms of personality traits, skills or way of thinking. However, most of them agree that there is a difference between being a leader and a manager. Both roles are important in the operation of the organization. Noticing the difference between them is crucial for creating development plans, both for the HR department and for the managers themselves.
Development tools available to everyone
Organizations are increasingly creating job descriptions that include details about the skills, knowledge and attitudes expected of them (these are the so-called competency profiles). And it is they that can be taken as a starting point for planning the development of the entire staff and individual managers.
What tools can you use here?
- Comprehensive feedback on the quality of work
In order to have a complete picture of the way a manager works, thinks and acts, it is worth trying to 360 beoordeling, which gives a chance to get feedback on his work. It is best if it comes from the broadest possible group - from the team you manage, colleagues, boss, and stakeholders. Very often, such a holistic perspective is an excellent mirror for the manager. Thanks to her, he can look at how it really works and what impact it has on others. His or her strengths and weaknesses will also come to light here. Of course, it is worthwhile to carry out such an assessment regularly and to implement the necessary changes on an ongoing basis.
- Modern ways of acquiring knowledge
Any gaps in knowledge on a given topic can be fairly efficiently filled with reading, articles or training in a specific area. Here, for example, the platform comes to the rescue Legimi, where you can find more than 160 thousand ebooks and audiobooks, available 24/7. Also worth recommending are VOD trainings from Youniversity. They consist of 10-minute videos, based on current topics and industry trends. You can find both of these services in MultiLife.
- Learning foreign languages
It is extremely important, and in the case of international companies, it is also fluent knowledge of foreign languages, in particular English and German. Growth-minded managers should invest in expanding their vocabulary by using platforms such as e.g. ESKK. This gives you access to a larger group of contacts, readings and the most prestigious courses at excellent universities (including Cambridge, Harvard or Stanford). Only a handful of top managers can boast of their graduation, so there is something to strive for.
- Action Simulation
You also need to remember to gain experience! That is, in this case, learning by entering different situations - simulations that prompt us to apply different ways of acting and thinking. These can be workshops, programs or development groups working on real, everyday challenges (action learning). There are many services of this type available on the market.
It is important to implement even small actions after the workshop, which the manager will implement in his daily work. It is also a good idea to schedule regular meetings with your supervisor to discuss whether the actions taken are definitely effective. What can work better than regular feedback? Thanks to him, there is a chance that the time spent on training will really translate into results in everyday work.
- A Deeper Look Inside Yourself
Psychotherapy, mentoring and coaching are the deepest forms of development work. They give you a chance to look at your thoughts, habits, and beliefs. They directly influence the decisions and actions of managers. Self-awareness, built for example during a session with a psychologist, is incredibly empowering. Through it, the employee gains insight into the resources (skills, talents, personality traits, needs or values) available to them. However, it is not always necessary to look for a mentor outside the organization. Sometimes an insider can be very helpful because they know the specifics of a particular company. Just keep in mind that it is not someone who works directly with the manager in question, especially in the boss-employee relationship.
- Industry Perspective
If you want to encourage managers to broaden their horizons, think out of the box or seek innovation, it is worth suggesting that they join various industry meetings, conferences or use networking. As a rule, these are occasions when you can clash your views and beliefs with others, get to know completely new perspectives and get an incentive to explore a given topic. Check LinkedIn every now and then, so you'll be up to date with industry events. Surely some of them will be worth recommending to your managers.
- Psychometric research
Many HR departments have at their disposal various types of research that give managers a picture of their personality, management style or level of psychological resilience. Their results, properly discussed by a professional, can be a good stimulus to reflect on the style of work and collaboration. And, of course, to plan development activities. If you do not have such research, check - what is currently available on the market in the area you are interested in, get the necessary certification or use external experts who can conduct it for you.
- Learning by being a coach
What can develop managers in a leadership direction is to be a mentor, a buddy or a coach to less experienced colleagues. It is worth conducting meetings with a specific attitude - for listening and asking questions. It is important to cultivate the other person's curiosity and give them space to look for solutions, rather than serving them on a tray just for implementation. If only managers in some area are distinguished by their skills, it is worth directing their wards under their wings and watching how they develop them together.
As a rule, HR departments organize workshops to prepare for the role of mentor, buddha or coach in the organization. This gives you basic information about the tasks and skills that are expected in this role. There are also many courses and trainings in this area on the market that can help in the development of selected managers.
For management, development is a continuous process in which (depending on the needs) appropriate methods and tools are selected. Together with the HR department, the manager should regularly discuss his progress and take actions that will strengthen his key competences. Everyone has their own path to success and to reach their full potential. Therefore, it is worth approaching employees individually and also adapting the offer of benefits that are supposed to support them in this, to a specific person. Check out how you will do it with MultiLife.
