Next-Gen Manager Development Programs

Estimated reading time: 4 mins

Successful organizations understand the importance of developing and nurturing their future leaders in today's ever-changing business world. In fact, due to demographic shifts and a reassessment of the impact of front-line managers, many organizations have prioritized management development over leadership development since the pandemic.

These leading organizations focus on five key elements to create successful development programs for a new generation of managers:

Personalization
Hands-on learning
Ongoing support and guidance
Social collaboration
Deliberate practice

1) Customization and Personalization:

One size does not fit all, especially regarding manager development. Tailoring the program to your organization's and its managers' unique needs is essential. Conducting a thorough needs assessment is the first step in designing a manager development program. Tailor group and individual learning events to the group or individual's needs by monitoring and adjusting to demonstrated competence. Use behavioural benchmarking at the start and monitor and track behavioural markers.

For example, a study by the Corporate Executive Board found that organizations with the most effective manager development programs were three times more likely to conduct a formal assessment of their managers' capabilities than those with less effective programs. These assessments were used to identify gaps in management skills and to tailor the development program accordingly.

2) Hands-on Learning:

Engage participants with interactive and experiential learning methods, such as deliberate practice, real-world practice, case studies, simulations, and real-world projects. These techniques are more effective in building and enhancing foundational management skills and behaviours. In addition, hands-on learning allows managers to apply what they learn to real-world situations and develop their skills and confidence.

A study by the Center for Creative Leadership found that manager development programs that used active learning techniques were significantly more effective than those that relied solely on classroom-style learning. Specifically, the study found that programs that used a mix of active learning techniques were up to 25% more effective in improving management skills and behaviours.

3) Ongoing Support and Guidance:

Offer ongoing support and guidance from experienced roleplayers, coaches, and mentors to help participants identify areas for growth and develop strategies for addressing them. Mentoring and feedback programs result in significantly higher satisfaction and engagement. Coaching and mentoring relationships allow managers to learn from experienced leaders, providing a safe space to ask questions, seek guidance, and develop their team management and management skills and abilities.

Research by Bersin & Associates found that organizations with the most effective manager development programs were 2.5 times more likely to use coaching and feedback as critical components of the program. Additionally, a study by the Center for Creative Leadership found that participants in programs that included coaching and feedback reported significantly higher satisfaction and engagement levels than those in programs that did not have these components.

4) Social Collaboration:

Create opportunities for collaboration, teamwork, and community among participants to broaden their perspectives, expose them to new ideas and approaches, and build valuable relationships and support networks. Some programs incorporate group projects or tasks, while others organize networking events or mentoring initiatives that pair participants with more experienced leaders. Collaboration and networking opportunities allow today’s managers to learn from each other, share experiences, and develop a supportive network of peers.

Research by the Corporate Executive Board found that organizations with effective manager development programs were more likely to create opportunities for networking and collaboration among participants. For example, some programs include group projects or assignments that require participants to work together. In contrast, others have networking events or mentoring programs that pair participants with more experienced managers and leaders.

5) Deliberate practice:

We’ve talked in the blog before about the compelling reasons to incorporate Deliberate Practice in management skills development programs. Still, because hands-on learning is becoming increasingly important, it bears repeating. Here are the reasons:

Appeal to younger generations: Younger managers crave accessible, intuitive, engaging learning that includes real-world problem-solving, collaboration, practice, feedback, tracking, and a safe environment. Deliberate Practice provides a safe and supportive environment for new and experienced managers to develop their skills and receive feedback.
Personalization: Deliberate Practice is highly personalized because it is customized and delivered one-to-one or in small groups. This allows managers to develop their skills in a way that is tailored to their unique needs and abilities.
Micro-optimization: Simulation of real-world work situations creates a new way to micro-optimize training by bringing learning and doing closer together. Deliberate practice allows managers to develop their skills in a safe and supportive environment where they can practice and refine their skills.
Engagement: Participant reaction data demonstrates that participants find deliberate practice highly engaging. Deliberate practice allows managers to develop their skills in an engaging, interactive, and fun way.
Scalability: Because practice is highly personalized, it is also concentrated and time-efficient. This makes deliberate practice scalable to groups of hundreds or thousands. Deliberate practice allows organizations to develop their future leaders in a scalable and cost-effective way—more on cost-effectiveness below.
Analytics and Reporting: Deliberate Practice makes it possible to track the learning, acquisition, and transfer of skills at the individual, team, and organizational levels. This allows organizations to evaluate the effectiveness of their manager development programs and make data-driven decisions.
Cost-effectiveness: Deliberate practice is significantly more affordable than classroom training or executive coaching. This makes it an excellent option for organizations with limited resources for leaders at this level.

Conclusion:

Organizations must focus on developing their future leaders to stay competitive in today's fast-paced business world. Successful manager development programs should be personalized and hands-on, include ongoing support and guidance, and promote social collaboration. They should also incorporate Deliberate Practice, which quickly and effectively enhances management skills and behaviours, providing a scalable, personalized, and cost-effective solution.