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What To Do When Times Are Tough…

January 23, 2009

train

I’m sure I didn’t need to tell you but…when times are good take the opportunity to train people. When times are bad take the opportunity to train people.

“People placed in management roles must become translators, delegators, motivators, trainers, mediators, planners, listeners, organizers, problem-solvers, example-setters, cheerleaders, budgeters, ambassadors, regulators, counselors, and more, all while remaining diligent workers.

With little-to-no training for these responsibilities, it’s next to impossible for new managers to succeed. This is why even after five years, fewer than a quarter of people promoted to supervisor or manager positions have successfully transitioned into the role.

What’s more, the Emerge Leadership Group says in the past three years, that proportion has gotten even worse. They found that between 2005 and 2008, the percentage of people who have successfully transitioned to management positions dropped from 25 percent to just 16 percent.

So here’s a suggestion: Put ongoing training in place. A one-day class will not cut it. For that matter, a one week class will not cut it. Ongoing, intermittent management training with feedback and coaching gives managers a way to learn, practice, and improve their efficiency and effectiveness as they progress.

Afraid of the cost? I’ve heard way too many business owners express concerns that they’ll pay for someone to become a better manager and then that person will leave. But a Chief Financial Officer of a major regional bank has a great perspective to counter that concern. He once told me, “what’s the cost of not investing in them – and having them stay?” – Management Issues

Or these from Slacker Manager…

Ongoing Training for a Manager

* Written Communication Skills
* How to write better email
* How to write a memo
* Verbal Communication Skills
* How to do one-on-ones
* How to give feedback
* How to conduct a meeting
* How to discipline
* Succession planning
* How to promote someone
* Hiring
* Firing
* Finding a mentor
* Managing up
* Delegation

Or from Tom Peters

100 Ways to Succeed #151:
Commit to Lifelong Learning as a “Core Value”

I hereby suggest that you add to your mission statement or corporate charter the following:
“An unstinting commitment by all of us to accelerated lifelong learning.”
(And then I suggest you do something “radical” “profound” “bold” to bring said core value to life.)

Are you getting the picture?

2 Comments leave one →
  1. January 25, 2009 5:36 pm

    Great thoughts! A very different perspective on a commonly discussed issued. These times are great opportunities to invest in ourselves, like making our team better! Cheers.

  2. Tim permalink*
    January 26, 2009 8:02 am

    Thanks Blake. And nice site you have there. Damn.

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