80% of the employees promoted to a managerial position are either not fit to be a manager or lack the skills — Gallup. In this final article of a three-part series, we talk about the lower-level managers. Here is where most training plans fail. Some corporate analysts say it is because of the lack of understanding, others say it is the lack of vision, and the rest say it is simple inexperience. Whatever the reason may be, lower-level management is certainly where most training activities fail.

Usually, lower-level management is responsible for training their team members. Due to their constant exposure to real-world corporate problems and their regular interactions with team members, they are the first line of management to identify the problems plaguing their teams. Hence, they are in charge of determining the type of training to be provided, while also ensuring that the training infrastructure is put to good use.

However, investments in the form of an LMS, eLearning courses, and training modules were not demonstrating a return on investment. In fact, there was no increase in the number of learners or the course completion rates. Hence, it was evident that lower-level managers were not taking team training seriously, and this was a problem.

So why exactly are these low-level managers not taking training seriously? Furthermore, how is this situation avoided?

    • They think imitating the typical manager persona is being a manager
      When lower-level managers believe that behaving like a person in charge is being a good manager! Dressing up, speaking, and portraying the persona of a manager is important. However, just doing these without actually being a manager—coaching your team members—is not being a manager. Technology like the Learning Management System and eLearning courses make coaching simple. Lower-level managers must make use of them to improve their team members’ problems.
    • No long-term vision
      Possessing long-term vision is very important. New managers, however, lack this. Long-term vision usually encompasses growth plans and areas of improvement, which are directly related to improved training and development initiatives. However, this opportunity is totally missed due to little to no focus on training.
    • Interested more in themselves and less in their team members
      Many managers focus more on their personal development and less on their team members’ development. However, for a manager, their team’s progress in equal to their personal progress as a manager.

In conclusion to the managerial crisis, training and development are certainly two terms that all managers can rely on in order to help them and their team members succeed. With over +12 years’ experience in the field of training and development, our conversations with quite a few managers, L&D professionals, and HR bodies have revealed one thing—everybody seeks to achieve an improved state of operations, however many are unable to. Either the lack of resources like money, time, and efforts or the inability to understand the concept of training and development hinders an organization’s growth process.

However, we constantly assure one and all that the technology to overcome these obstacles are here. eLearning relieves the stress placed on an organization’s resources. It also makes the task of administering training and its outcome simple.

At eNyota, we have been helping organizations achieve this for over 12 years. If your organization is ready to take the next step in its eLearning journey, write to us at contact@abaralms.com or reach out to us via this form and one of our representatives will assist you shortly! We also provide custom eLearning courses for lower-level managers, click here m to know more.

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