This article takes a look at leadership training in 2020. A period where team members operate remotely forcing leaders or managers to employ additional leadership tactics. This is to ensure that each member’s contribution is optimal.
What Kind of Leadership Training do Managers Need?
The first and most important concept to understand is communications. There is no doubt that the ability to communicate effectively is primary. However, team members from across the globe interact over their computers.
As a result, leaders need to understand the various methods of communications at their disposal. Moreover, how to maximize each for an advantage. Emails, conference calls, phone communications are some of the options available to a manager. But each is best used for a specific use. It is very difficult to swap the various modes of communications around. A detailed training course outlining the best use of each, followed by a reinforcement course talking about the importance of clarity in communications is something each leader will appreciate. Given the stress of managing remote teams, some managers may have totally forgotten or taken communicating for granted. However, a well-timed course can easily set this straight.
Leaders are spending greater time away from their teams. There are a set of technologies that organizations have implemented to replace or simplify many aspects of everyday reporting. From reporting tools to communication tools and even time management and tracking tools, your leaders need an arsenal of employee tracking and monitoring software to assist with remote team management.
L&D professionals must take this into consideration. List all the top tools used internally. Follow that with a quick eLearning course on how to maximize their usage. The courses cannot afford to be to detailed or heavy on the manager. The manager or leader expects it to be a quick course on the tool’s use and that is what the L&D team must deliver.
Reporting and Assessment Training
Not all tools can manage the reporting function. Some reports may still be Excel and Word-based. In such cases, the manager needs to review and derive meaningful data from these reports without the assistance of a machine. Although they may be well versed with managing reports, there is a possibility that reports take on additional dimensions owing to the work from home factor, making them slightly complex and not that straightforward.
The same can be said about assessing the outputs of remote team members. What may have once been a straightforward face-to-face assessment on a weekly-basis may now possibly be a remote assessment on a daily-basis. Some managers may find this inconvenient, some may fail to understand a workaround, however, it is up to the L&D to ensure that managers aren’t stressed out by the training and that such training is carried out with ease.
Training on Delegations
Not all tasks can be managed by one person. Delegating authority to the second-in-command has seen a major increase around the globe. More teams are now working under two managers instead of one. This is taking the additional burdens off the back of some leaders helping them focus on business goals.
Delegating tasks is another aspect that managers must understand. Managers must learn delegation as processes become longer due to the work-from-home system. It’s important in ensuring smooth operations and reducing undue burden on a single manager.
Appraisal and Feedback Training
Finally, the two most important tasks performed by any leader, conducting appraisals and giving feedback. The pre-COVID days relied on face-to-face techniques to deliver feedbacks and appraisals. However, the current format of doing the same tasks is over a phone call or a virtual meeting.
Employees may misread feedback or even not completely understand their assessment. Especially, when not delivered correctly in a virtual setting. Even more, it is already a process which is difficult to execute in person and the work-from-home situation only adds to it.
L&D teams must take this into consideration especially if they wish to not offend or put employees off with misunderstood feedback or appraisal given by a leader. Topics like choosing the right channels to convey a message or even the tone of a leader while conversing with remote employees is important.
During this entire period, it is integral that L&D professionals assess the training needs of all types and levels of employees within their organization, including leaders. Communication, training on technology, the ability to delegate tasks, and reporting are areas where leaders benefit. As a result, the L&D department must look into additional avenues of leadership training that may be unique to their organization and immediately work towards addressing them.
At eNyota Learning, we have developed leadership training courses that are detailed and process–oriented to help managers develop a process-oriented frame of mind, so that they may help team members achieve the same. To know more, fill a contact form or contact us via email.