A Manager's Expectations vs. Reality

Newsflash: Training budgets are expected to increase for 2024.

That’s great news for companies, but what about managers?

Does that mean additional training will be offered?

We can speculate, but as managers the focus still needs to be on what you are doing for your team.

Mo’ training, mo’ soft skills.

Personally I want to get excited as a speaker/trainer, but I also need to concentrate on what I can control: my effort and attitude.

Managers need ongoing training regardless of the economic state.

That’s not being entitled or needy, it’s the truth.

You see asking for help isn’t a sign of weakness, it’s a signal of strength.

Managing people is too dynamic for training not to match the challenge.

Monthly training should include workshops, demonstrations, group discussions, role playing and coaching.

That may sound like a lot, but so is dealing with people.

So as we enter the Fall, start planning for the new year.

Manager training is proactive, especially knowing 70% of team engagement depends on the manager (Gallup).

Remember: you don’t get what you don’t ask for.

So if your company isn’t providing sufficient training, ask for more.

I love working with managers because I know what’s it’s like to be in the trenches.

In fact, I’ve worked at the C-level before and prefer middle management more.

Managers control the retention and turnover at a company more than any other role (75% of people leave because of a poor manager).

So if that’s you or you’re afraid to be part of the 75% club, reply to this email.

You can only receive help if you ask for it.

God Bless,

Scott