Training and Development for Managers

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In the Allen Communication Learning Services website, a training and development consulting firm founded in 1981, different types of training programs exists that are specified for different occupations or work levels.    Among the Executive/Manager training programs they offer, two of them deal with leadership and mentoring & coaching.  They emphasize how important is it for the person in charge of an organization to have excellent leadership and mentoring skills so they he/she may able to instill the same values on the employees who look up to him/her for guidance, assistance, or support (Types of Training, 2012).  Berman et al. (2013, p. 359) add to this idea by saying, "Any system is only as good as its leaders."  Thus, today's entry focuses on Leadership Training and Mentoring & Coaching Training.

A great article by Preiss and Molina-Ray (2007, p. 11) entitled Leadership Training for Managers discusses what is known as the Adlerian Theory and how it can be applied "to leadership training and development."  The Adlerian Theory was developed by the Austrian physician Alfred Adler (1870-1937).  This theory focuses on human behavior and emphasizes the importance of interpersonal relations, especially in the workplace environment.

According to Adler, among the three ideas that managers could promote within the workplace are:

1. Social Interest- the cooperation between individuals to get work done
2. Democracy- the development of equality and trust among employees
3. Encouragement- the motivation employees sometimes need to find purpose in the work they do

Preiss and Molina-Ray (2007) therefore use the Alderian Theory in combination with leadership training and expose that managers should focus on developing the following three concepts:

1. Participative Management- in valuing change, including the participation of workers in decision-making processess can increase their job satisfaction and commitment as they will have shared responsibility and accountability in the attainment of the organization's goals
2. Coaching- in dealing with conflicts, guiding workers to stay focused on accomplishing common goals is more effective when they are encouraged to focus on their strengths and accountability rather than simply reprimanding them for their mistakes
3. Employment Engagement- in valuing their human capital, engaging employees to work together as a group can result in greater collaboration, productivity, and safety within the workplace

The following is a good video titled "Top 10 Differences Between Managers and Leaders," which although makes a difference between leaders and managers, it can encourage individuals in these positions to not just be managers, but managers who are also leaders:

http://www.youtube.com/watch?v=8ubRzzirRKs

Even if you don't have the time to watch the video, Mr. Scott Williams (2011)  ends with this stimulating question: "A great self-assessment for you to determine whether or not you're leading or managing is to ask this question, and the question is this: 'If my position, title, role, or formal authority were removed, would the people that I'm leading still gladly follow?'"

References

Berman, E., Bowman, J., West, J., & Van Wart, M.  (2013).  Human Resources Management in Public Service: Paradoxes, Processes, and Problems.  Thousand Oaks, California: SAGE Publications, Inc. 4th Ed.

Priess, A., & Molina-Ray, C.  (2007).  Leadership Training for Managers.  Journal of Leadership Studies.    FIU- Wiley Online Library.  Retrieved April 19, 2013, from http://onlinelibrary.wiley.com.ezproxy.fiu.edu/doi/10.1002/jls.20003/pdf.

Williams, S.  (2011, October 09).  Top 10 Differences Between Managers and Leaders.  YouTube.  Retrieved April 19, 2013, from http://www.youtube.com/watch?v=8ubRzzirRKs.

Types of Training.  (2012).  Allen Communication Learning Services.  Retrieved April 12, 2013, from http://www.allencomm.com/custom-training/types-of-training/.