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There are several blogs, podcasts, ebooks and videos on training and upskilling. 

But how many are focused on Managers?

Whether it is Sales, Marketing, Customer Success or any other department, managers are the captain of the ships responsible for navigating the team in the right direction. 

Without the right skills, managers find it challenging to deliver optimum performance and get the most out of their employees  

Managers need continuous training and upskilling opportunities to keep the team afloat in challenging times and convert the company’s vision into action. 

3 tips for developing proficient managers by upskilling and coaching 

upskilling managers

The above stats speak volumes about the need for upskilling and training managers.

Let’s find out how to upskill and train these managers without further ado. 

1. Building on core capabilities and strategic management skills

A manager’s role entails many responsibilities – from setting goals to training team members to achieving the desired business outcome. The right training can help achieve those goals. However, most employees don’t have the time, and others are not interested. The head of the team needs strategic management skills to train and unlock the full potential of their employees.

It is crucial to build the core capabilities and strategic management skills to thrive and inspire employees to perform their best.

Management is an art, and here are three core skills to master this art:

People skills

Most employees step into the shoes of a manager due to their technical or functional skills. However, some of them lack people management skills. That affects their and the team’s performance. Moreover, due to the pressure of delivering,  they tend to neglect people and their growth. Providing early leadership training can have a long-term impact on the performance of an individual as a manager. 

For every year a company delays leadership development, it costs 7% of their total annual sales.

 People skills play a critical role in training the employees. Training on people’s skills can help managers connect with their employees and make skill development programs more relevant to each employee rather than taking a one-size-fits-all approach. 

Mentoring skills

With the right support and guidance, employees can put their best foot forward and perform well without micromanagement from the manager. Building mentoring skills can help managers empower the team to work efficiently and address challenges independently. By opening the doors of mentorship, managers can create and seek new opportunities for the team members to achieve positive outcomes. So it’s pivotal to develop learning programs for managers that focus on various aspects of mentoring, from imparting knowledge to sharing experiences and recommending the right assignments. 

Communication skills

Miscommunication often leads to misunderstanding, creating hurdles in fulfilling the team’s goals. Focusing on a manager’s communication skills is crucial to avoid mishaps that hamper a team’s performance. Conduct mock calls to prepare the manager for handling challenging scenarios while training the employees. The manager should clearly communicate the objectives, ideas and project to their team members to let them know what’s expected out of them. 

2. Focusing on unlocking potential rather than teaching 

Sometimes employees have the skills to perform a particular task; all they need is a nudge to unlock their full capabilities. Managers training programs should be directed towards preparing managers to identify employees’ capabilities and leverage them to boost the company’s growth. 

Old school teaching doesn’t fit right in the modern corporate world. Managers need training on using advanced technology to help employees identify and bridge the performance gaps. Effective learning and development can help managers efficiently toggle between self-paced and push-based learning. The right balance of both can be useful in providing compliance training and giving employees the flexibility to take charge of their skill development process to address their unique learning needs

self-enrolled courses

3. Being a part of a learner’s journey through constant feedback 

Nowadays, managers can effortlessly create a learning journey for the employees by using a modern skilling solution like an LXP(learning experience platform)

However, that’s not the end of the road; constant analysis and feedback are important to get the best returns on the time, efforts and resources invested in creating the learning journey. 

Managers need the proper training to be a part of the employee’s learning journey to ensure the employee benefits from the learning and development programs. Sessions on using an analytics builder can help managers slice and dice the learning data to understand the learner’s behaviour and track the course completion rate. Along with monitoring data, managers need training on conducting regular feedback sessions to highlight the areas of improvement and understand the employees’ learning requirements. 


With digital acceleration and the rise of the hybrid work culture, it’s more important than ever that the head of the team has the right skills to train and make the team future-ready. Managerial learning and development is the need of the hour to build proficient managers who can efficiently provide effective learning opportunities to the team to achieve short and long term business goals. 

Using a complete skilling suite like disprz, you can effortlessly train your managers by creating a personalised learning journey. Features like low-touch high-scale onboarding, AI-based recommendation and role-based skill benchmarking can help make managers job-ready from the first day. Moreover, you can identify the trending managerial skills and upskill the head of the team in real-time. The best part is that disprz is a solution that collars of different colours can use, whether an executive or a manager; all can leverage this technology to expand their skill set. See a preview to find how disprz can help upskill employees at different levels. 

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