By far the biggest struggle managers will have after finishing their training is applying their newly-acquired skills.
When creating successful manager training programs, ask yourself if the new information will be useful when managing real-life projects. Turn to your own employees’ feedback to spot team pain points. Correlate these with the way their work is distributed, how they’re evaluated, and how they feel at work.
To cover all potential issues and risks, take every issue you’ve had so far and turn it into a section in your courses. Attribute one goal/ section. Training itself is a large professional goal but other targets to keep in mind are improving their active listening skills, supporting transparency, or offering actionable feedback.
Talk to every manager or have them go through a quick set-up before they start a course. This ensures you’ll provide the right learning material for them and adapt it to their own learning pace. Skipping this step means you’ll end up with part of your talent not acquiring all skills. In a fast-paced world, you’ll instead want to support ongoing education but avoid rushing managers into taking duties they’re not confident with.