Managers complete their work through their subordinates, making various decisions, allocating resources, and guiding others’ behavior to achieve work goals. The quality and management level of the middle and senior management team of an enterprise are directly related to the execution of the enterprise and the survival and development of the enterprise. When the scale of an enterprise gradually expands or the enterprise stagnates, it is necessary to quickly improve the management capabilities of middle and senior management personnel to drive the growth of the entire team. In reality, most of the middle and senior management personnel have not received professional management training. Many people directly move to management positions from business or technical backbones, and accumulate management experience by trial and error. They will also make mistakes due to lack of basic management knowledge, which will bring time, money and opportunity losses to the enterprise.
Training middle-level managers can provide them with the experience, knowledge and skills necessary for future work, so that they can adapt to the ever-changing environment and face complex specific problems; enable the purpose, mission, belief, values and corporate culture of the enterprise to be smoothly conveyed and truly carried forward among the employees of the enterprise; and cultivate individual backbone members to become the successors of the future senior management of the enterprise.
Compared with the training of senior managers, the training of middle-level managers should mainly focus on business training, and at the same time, they should also be given relevant new management knowledge and new concepts, so that they can better understand and implement the decision-making policies of the top management of the enterprise, plan, organize, lead and control the daily business functions of the enterprise more efficiently, and realize the smooth transition of the enterprise from ideal goals to realistic business output.
The design of management training methods should establish more specific learning and development opportunities to improve the leadership capabilities of potential employees and the entire organization. The purpose of management training is to help managers acquire broader skills to lead and promote the effectiveness of the organization. Compared with general employee training, there are several training methods for managers.
Job rotation: Job rotation is a common technique for manager training. By arranging trainees to study in various departments of the enterprise, they can expand their understanding of the work of all aspects of the entire enterprise and find management methods and management fields that suit them.
Sensitivity training: Training conducted under the guidance of training teachers to improve participants’ insight into their own behavior and the behavior of others. Sensitivity training requires participants to express emotions openly during training, have frank and fair discussions about attitudes and behaviors, and strive to achieve high interpersonal sensitivity.
Diversified training: Through the understanding of the typical communication methods of participants, the similarities and differences of different employees, the management of vulnerable groups, management styles, etc., through the method of general discussion, the purpose of improving managers’ perception, knowledge level, and understanding is achieved to cause attitude changes and improve skills.
Assessment centers can evaluate the capabilities and potential of managers so that further management, training, and development can be carried out. This is a structured measurement method used to measure leadership-related knowledge and skills, and managers can be selected through this method. Assessment centers have a variety of techniques, including in-basket exercises, business games, and leaderless group discussions.