Ninety-eight percent of managers say they need more training, but 93% of managers already receive some level of manager training. Unfortunately, the training typically provided, although copious, is not working. More of the same will never get you better outcomes.

How many times have you sat through training that was so long, you had no hope of implementing half of it?

How many times have you been taught best practices, with zero guidance on how to apply them?

To truly support our managers, we need to rethink manager training. Move from fulfilling an HR mandate to providing truly trainee-centric instruction. Teach only the right skills – no fluff – and encourage and enable their application in the day to day.

Jane Kouptsova
Research Director, People & Leadership
Info-Tech Research Group

IT departments often promote staff based on technical skill, resulting in new managers feeling unprepared for their new responsibilities in leading people.

The success of your organization hinges on managers’ ability to lead their staff; by failing to equip new managers adequately, you are risking the productivity of your entire department.

Despite the fact that $14 billion is spent annually on leadership training in the US alone (Freedman, 2016), only one in ten CIOs believe their department is very effective at leadership, culture, and values (Info-Tech, 2019).

Training programs do not deliver results due to trainee overwhelm, ineffective skill development, and a lack of business alignment.

Use Info-Tech’s tactical, practical approach to management training to deliver training that:

• Is specifically tailored to first-time IT managers.
• Is designed around practical application of new skills.
• Is aligned with your department’s business goals.
• Equips your new managers with essential skills and foundational competencies

Engaged teams are:

• 52% more willing to innovate*
• 70% more likely to be at the organization a year from now**
• 57% more likely to exceed their role’s expectations**

Engaged teams are driven by managers:

• 70% of team-level engagement is accounted for by managers***

99% of companies offer management training*

93% of managers attend it*

$14 billion spent annually in the US on leadership training**

Fewer than one in ten CIOs believe their IT department is highly effective at leadership, culture, and values.

Timely, tailored topics

The more training managers attend, the less likely they are to apply any particular element of it. Combat trainee overwhelm by offering highly tactical, practical training that presents only the essential skills needed at the managers’ current stage of development.

Skills-focused framework

Many training programs end when the last manager walks out of the last training session. Ensure managers apply their new knowledge in the months and years after the training by relying on a research-based framework that supports long-term skill building.

Outcome-based measurement

Setting organizational goals and accompanying metrics ahead of time enables you to communicate the value of the training to attendees and stakeholders, track whether the training is delivering a return on your investment, and course correct if necessary.

Manager training is only useful if the skills it builds are implemented in the day-to-day.

Research supports three drivers of successful skill building from training:

The training modules include committing to implementing new skills on the job and scheduling opportunities for feedback.

Training activities are customizable, flexible, and accompanied by continuous learning self-evaluation.

Info-Tech’s methodology builds in activities that foster accountability and an attitude of continuous improvement.