Are there areas of your workforce where you want to see improvement, but you don’t know where to start? Perhaps your employees’ job performance is only passable, and you’re ready to see outstanding. Setting professional development goals for your managers is a strategic way to achieve greater productivity and quantifiable results.
There is an art to establishing objectives for your leaders, so make sure that the professional development goals you set are:
- Clear – Managers should easily understand the goals they're working toward and why those goals are necessary.
- Measurable – The ability to identify progress encourages employees and boosts confidence.
- Realistic – While goals should be challenging, they should also be achievable.
- On A Timeline – When goals have beginning and end points, team members work to reach the finish line.
- Rewarded – If a goal is achieved, it’s essential to give recognition. This heightens employee confidence and encourages further progress.
Once you understand how to set goals, focus on the various areas of improvement. The following six goals are structured to help your managers advance productivity and develop into stronger leaders.
1. Enhance Communication
Achieving communication goals doesn’t just benefit your managers; it helps their entire team. You know how greatlypoor communication slows your productivity, so this area should always be on your list of professional development goals. Invest in a management training program that focuses on communication and that teaches your managers how to be clear and concise with their verbal and nonverbal interactions.
2. Hone Coaching Skills
Coaching employees comes easily to some managers, but it’s a learned skill for others. You want your employees to succeed and eventually move up through the company. As managers learn to coach employees through their challenges and identify their strengths, this builds an environment that’s conducive to growth. Set goals to hone this management skill with measureable results, like improved employee performance and profitability.
3. Become A Better Motivator
If you want your team to run like a well-oiled machine, motivating team members is a key management skill for leaders to master. Why is it important? When your employees are unmotivated, your business suffers from dips in productivity and morale. Identify opportunities for your leaders to engage in management training that addresses motivation, and when they do, look for results. If you enhance motivation skills, you improve your employees’ work ethic and maximize their effectiveness.
4. Increase Productivity
Among the many professional development goals, few are more important to highlight than productivity. When your managers’ individual job productivity improves, it’s beneficial to your entire company. Set productivity goals like finishing projects before due dates or outputting more product than the previous month.
5. Support And Manage Change
Change management is a hot topic. Setting change management goals is a fundamental way to get your managers on board with any transition, as well as motivated to see it through to implementation. Incorporating change management training into your professional development program prepares your leaders for future change. With the right approach, you’re going to see increased employee retention, productivity, loyalty and acceptance of change.
6. Improve Retention Rates
Retaining winning talent is a critical professional development goal to set for your managers. Lowering the number of employees that leave your company helps maintain processes and mitigate upheaval. Provide management training to help your leaders create supportive work environments and trajectories for growth that encourage employees to stay with the company.
Setting professional development goals is a useful way to train and motivate your managers. If you want to see increased results within your company, don’t end the management training process at goal setting.
Resource:vital-learning.com
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