Further training for managers

Dear reader,

do managers need further training? Aren't they perfect already? Probably not, since the fast pace of change in economic life requires life-long learning, also and especially for managers as they need to be the avant-garde, and this is particularly true in times of change and turnarounds.

Hence, what kind of further training do managers need? This question can be answered best by confronting the actual requirements of a management task with one's own capabilities. Who advances needs to know her or his objectives and how to accomplish them. This means to be open for changes and be prepared to eventually enter difficult paths. Handling difficult situations can be trained and by doing so they are no longer scary.

Who is charged for the first time in her or his professional career with a management task, can cope more easily with the new responsibility if he/ she has acquired social competencies elsewhere in practice and has proven leadership. In a complementary way, seminars such as "suddenly a boss" or "leadership can be trained" can help to become a fast-track leader. At the end of the day, it is mainly practice and experience which count.

Basic tools in a manager's daily life are e.g. competencies in rhetorics, presentation techniques, project management as well as economic knowledge. Further, it helps to be up to date with classic law issues, such as labour law, compliance, industrial relations law, etc. Who is about to undergo a surgical operation, will be happy if this will be done by an experienced surgeon who is familiar also with the latest treatment methods. In a similar way this is true for employees (and employers) who expect rightly that their superiors employ a co-operative leadership style instead of law & order and "we've done it always this way" and who are open for new professional developments as well as for economic and socio-political challenges. Here are three examples:

  • "Generation Y" has different expectations vis-a-vis its working life. This needs to be recognized, understood and taken into account
  • Labour 4.0 means inter alia flatter hierarchies, working in teams and "democratisation" up to electing a team leader through the team. Requirements: change of the own role understanding towards the preparedness to transfer responsibility and to redefine decision making processes.
  • Digitization as well as application of new technologies and media enable decentralisation of labour (home office, co-working, etc.). Requirements: new methods of work organization and of HR management.

And finally: managers who perceive the move into retirement as step into a deep hole, can try to get relieve from this threat by booking a special seminar at the end of their working life.

The initiative for further training lies with the manager. For choosing the appropriate measure and an adequate service provider, advice can be given by colleagues, the HR department and management coaches. DFK - Die Führungskräfte is pleased to establish contacts to the latter group and arrange professional advice at discounted rates for members. Ultimately, DFK itself offers an extensive range of high-value seminars.

Yours,

Bernhard v. Rothkirch