A lot of firms fall into the mistake of hiring someone who has managed people before, and assuming that, since they're a qualified manager, they do not require any more help. Nothing could be further from the reality. The fact is that managers are human beings too, and just as cooking at home for a few years doesn't leave someone fully qualified to be a good cook (although it might well be a good begin), being a good manager consists of more than having experience managing some people for a time.
That is the time that management coaches come in. One of the most significant resources human resources can provide is the kind of management coaching that turns a mediocre manager into the head of an all-star team. There is a cause that top CEO's of Fortune 500 organizations spend a combined total of millions in one to one training with the world's most elite coaches. That reason is that even someone with as many successes as Bill Gates or Steve Jobs understands that he does not know everything.
A similarity may be found in the field of music - George Gershwin took training in harmony from other composers, at a time when he was the most famous and well-paid living composer in the world! If the leaders of the world take personal coaching, isn't that a good sign that management training is a principal part of bringing out the best in your management team?
Where to draw the line is the only question. Does everybody who is someone's supervisor needs a management coach? What if someone is only a project leader? Lead engineer? Merely "senior" engineer, managing no one but himself or herself? The answer is definitely yes.
Anybody making management decisions requires training, and the reason is that nobody is perfect. We all had to learn things somewhere, but changes in the world (especially increases in business efficiency) require us to adapt and stay in front of the curve. Like the children's saying "you snooze, you lose", managers who receive no coaching "lose". They lose their edge, their team's advantage, and, if they are particularly bad managers, they may even lose their work force.
Expert management coaching ensures that an angry lapse will never destroy a team, that a bad day doesn't mean a bad month, and that groups are led, and not only managed. Raising leaders does not happen without investing in them, and management coaches are the most practical way of doing that -- for a Fortune 500 CEO, and for your management team too.
For your management team as much as for any Fortune 500 CEO, raising leaders does not happen without an investment in them, and management trainers are by far the most proactive way of doing that. If the leaders of the world take personal training, isn't that a good indication that management coaching is a significant part of bringing out the best in your management team? Does everyone in a supervisory position require human resources training? An angry lapse will never break up a team, a bad day will never mean a bad month, and teams are led, not just managed, when they're the focus of competent coaching.
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Many companies fall into the mistake of hiring someone who has managed people before, and assuming that, since they're an experienced manager, they don't need any more help. Nothing could be further from the truth.
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