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To start, there are many approaches, models, and theories about what makes a good leader—in terms of personality traits, skills, or mindset. Most of them, however, agree that there is a difference between being a leader and a manager. Both roles are essential to an organization's success. Recognizing the distinction between them is crucial for creating development plans, both for the HR department and for the managers themselves.
Development tools for everyone
Organizations are increasingly creating job descriptions that detail the expected skills, knowledge, and attitudes (known as competency profiles). These can serve as a starting point for planning the development of the entire staff and individual managers.
What tools can you use here?
- Comprehensive feedback on work quality
To get a full picture of a manager's way of working, thinking, and acting, it is worth considering a 360-degree assessment, which provides an opportunity to gather feedback on their performance. It is best when this feedback comes from as wide a group as possible—including the team they manage, colleagues, their supervisor, and stakeholders. Very often, such a holistic perspective acts as an excellent mirror for a manager. It allows them to see how they truly operate and what impact they have on others. It will also reveal their strengths and weaknesses. Naturally, it is worth conducting such assessments regularly and implementing necessary changes on an ongoing basis.
- Modern ways of acquiring knowledge
Any gaps in knowledge on a given topic can be efficiently filled through reading, articles, or training in specific areas. This is where platforms like Legimicome in handy, offering over 160,000 ebooks and audiobooks available 24/7. Also highly recommended are VOD training courses from Youniversity. They consist of 10-minute videos based on current industry topics and trends. You can find both of these services in MultiLife.
- Learning foreign languages
Extremely important, and in the case of international companies, absolutely essential, is fluency in foreign languages, particularly English and German. Growth-oriented managers should invest in expanding their vocabulary by using platforms such as ESKKThis provides access to a wider network of contacts, reading materials, and the most prestigious courses at world-class universities (such as Cambridge, Harvard, or Stanford). Only a handful of top managers can boast of having completed them, so they are well worth striving for.
- Simulation-based learning
You also need to remember about gaining experience! In this case, that means learning by stepping into various 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 such services available on the market.
It is important to implement even small actions after a workshop that the manager will apply in their daily work. It is also worth scheduling regular meetings with your manager to discuss whether the actions being taken are truly effective. What could work better than regular feedback? It provides a chance to ensure that the time spent on training actually translates into results in daily work.
- A deeper look within
Psychotherapy, mentoring, and coaching are the most profound forms of development. They offer a chance to examine one's thoughts, habits, and beliefs. These, in turn, directly influence a manager's decisions and actions. Self-awareness, built, for example, during sessions with a psychologist, is incredibly empowering. Through it, an employee gains insight into the resources (skills, talents, personality traits, needs, or values) they possess. However, you don't always have to look for a mentor outside the organization. Sometimes someone from within can be very helpful because they know the specifics of the company. Just remember that it shouldn't be someone who works directly with the manager, especially in a boss-employee relationship.
- Industry perspective
If you want to encourage a manager to broaden their horizons, think outside the box, or seek innovation, it is worth suggesting they join various industry meetings, conferences, or utilize networking. These are generally opportunities to challenge your views and beliefs against others, encounter entirely new perspectives, and get the stimulus to delve deeper into a topic. Check LinkedIn from time to time to stay up to date with industry events. Surely some of them will be worth recommending to your managers.
- Psychometric assessments
Many HR departments have access to various assessments that provide managers with a picture of their personality, management style, or level of mental resilience. Their results, when properly discussed by a professional, can be a great catalyst for reflecting on work and collaboration styles. And, of course, for planning development activities. If you don't have such assessments, check what is currently available on the market in the area you are interested in, obtain the necessary certification, or use external experts who can conduct them for you.
- Learning by coaching
What can develop managers in a leadership direction is acting as a mentor, buddy, or coach for less experienced colleagues. It is worth conducting meetings with a specific mindset—focused on listening and asking questions. It is important to cultivate curiosity about the other person and give them the space to find solutions, rather than handing them over on a silver platter just to be implemented. If managers stand out in any area of skill, it is worth placing mentees under their wing and observing how they develop together.
HR departments typically organize workshops to prepare employees for roles as mentors, buddies, or coaches within the organization. These provide foundational information regarding the tasks and skills expected in these roles. There are also many courses and training programs available on the market that can help develop selected managers.
For management, development is a continuous process in which appropriate methods and tools are selected based on specific needs. It is beneficial for managers to regularly discuss their progress with the HR department and take actions that will strengthen their key competencies. Everyone has their own path to achieving success and reaching their full potential. That is why it is worth taking an individual approach to employees and tailoring the benefits offered to support them to each specific person. Find out how you can do this with MultiLife.
