Lessons From Leaders Part 2 - Formal People Management Training Matters
- Mary H
- Nov 28, 2023
- 4 min read
Series Introduction
How many times have you heard the expression, “Hindsight is 20-20”? If you’re like most people, more times than you can count. Dwelling on what you “should” have done (or kicking yourself for not acting differently) quickly becomes unproductive. However, evaluating the past with an eye on how it can inform the future is something most successful leaders do on a regular basis. And if lessons from the past can help other people avoid similar pitfalls, even better! With that in mind, I asked a dozen individuals, director level and above, working in the fields of software and data engineering to share the one thing they wish they had known or done differently when they were first starting out as leaders and managers. Here’s what they had to say.
Part 2 - Formal People Management Training Matters
It’s very common for people to get promoted to managerial roles at their current company because they excelled as individual contributors. While this is a great way to get ahead, it too often leads to a situation where you find yourself a people manager without any formal people management training. “I was fine when I first started managing people,” a senior data engineering leader at DoorDash shared, “but as I progressed further and found myself responsible for managing other managers, I really wished I had some additional support.” Whether you’re managing individual contributors or managing other managers (and yes, these two types of people require different approaches in people management), don’t be afraid to be proactive about soliciting actual people management training.
“When I got promoted to my first manager position, I was afraid to ask for help because I thought if I looked like I didn’t know what I was doing then it would make my boss second guess his decision to give me a shot at a more senior level position.” Concerns like this one shared by a software development leader at First Republic Bank are not uncommon. Many new managers have similar experiences. But far from making you look weak, knowing where you need support and being proactive about proposing a solution is a sign of humility and problem-solving initiative that most supervisors value.
Why Formal People Management Training Matters
Like most things, you can learn people management on your own over time without training. However, receiving formal training and lessening the time it takes you to master management skills has several major advantages.
Supporting, instead of hindering, the happiness and success of your team. When you become a people manager, you are in a position where you have more of an immediate impact on the experience and success of other people. Good leaders care about the career happiness and effectiveness of their team, both for selfless reasons and selfish reasons (if your team doesn’t look good, you’re not going to look good). By doing all you can to improve your people management skills as quickly as possible, you are not only doing yourself a favor, but you are also doing your team a favor.
Your communication style may not always work as well as you think it will. Embracing your default style of communication may have gotten you a job in management, but people management training helps to open your eyes to how to effectively communicate with different types of people in different types of situations. This includes adjusting your listening, speaking, and body language style to help connect with others and effectively build strong relationships and trust with your team members.
Avoid legal, moral, and compliance landmines. Formal training helps make you fully aware of all the legal and compliance regulations that you need to uphold both yourself and ensure are being upheld by your team. This includes helping you avoid words and actions that can not only be illegal, but go against fostering a diverse and inclusive environment. While many of these things may be common sense, some of them may not be and violations by you or your team members can have significantly negative effects on your company and/or your career.
Be able to help your team members grow. For most people, managing the performance of others doesn’t come naturally. If you want to really help evolve the careers of the people on your team, people management training will help you learn how to conduct effective performance conversations, including giving constructive feedback, communicating areas for improvement, recognizing achievements, and effectively resolving issues with underperforming team members.
Where To Find People Management Training
Many organizations can assist employees with manager training with existing programs, training or personal development budgets, leadership coaching, and/or mentoring programs. Find out what resources are available to you by talking with your boss or HR representative. If your company doesn’t offer adequate support, talk to friends, colleagues, on-line user groups, or conduct your own on-line research to find a reputable training program, mentor, or leadership coach.
Conclusion
When it comes to leading others, never assume that just because you are good at doing a particular job, you know how to manage someone else doing the same job. Being proactive about getting formal people management training will help you be a stronger leader, earn the respect of your team, and look good on your resume. But more importantly, it will enable you to provide clear direction, support, and guidance to your team, foster a positive work environment, encourage collaboration, and promote individual growth and development, ensuring that your team members feel valued and motivated to perform at their best which will create a win-win for both you and your team.
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