Launching a manager enablement program

Designing an effective manager enablement program requires thoughtful planning to ensure alignment with business and cultural goals. Here are 17 considerations to keep in mind when building a program that sets your managers up for success:

1. Alignment with business objectives

Ensure the manager enablement program is aligned with your organization's strategic goals. 

Identify the core competencies – such as leadership, communication and decision-making – that your managers need to drive business success. Connecting the program to measurable business outcomes justifies the investment and keeps the training relevant.

2. Metrics for success + continuous improvement

Define clear metrics to measure the success of your manager enablement program.

Track KPIs such as manager engagement scores, team performance and employee retention to measure the program’s impact. Collect feedback regularly to refine the program based on what’s working and what needs improvement.

3. Support from senior leadership

Senior leadership buy-in is critical for manager enablement programs.

Leaders should promote the program, set expectations and model the desired behaviors. Their active participation helps boost the program's credibility and motivates managers to fully engage in their development.

4. Skills assessment + gap analysis

Conduct a skills gap analysis to tailor your management enablement program based on the current and future needs of your managers.

Use surveys, performance reviews and feedback from various stakeholders to implement relevant, targeted learning opportunities that close key skill gaps.

5. Customized learning paths

Offer personalized learning paths for managers based on their individual experience levels, department needs and goals.

Emerging managers will need different content than seasoned leaders, and the sales managers may need something different than your development team managers. Tailoring the training to these distinct needs enhances engagement and real-world application.

6. Cross-departmental learning

Create opportunities for managers to collaborate with peers across departments. 

Cross-functional projects and peer-learning groups can encourage broader thinking and innovation. Managers who understand the bigger picture can lead their teams more strategically.

7. Integrating real-life scenarios

Incorporate real-world challenges that managers face daily into the training.

Using case studies, simulations and role-playing exercises helps managers apply what they’ve learned to practical situations, increasing the relevance and effectiveness of the program.

8. Fostering a people-first culture

Balancing business objectives with a people-first mentality is essential for manager enablement.

Managers should be trained to prioritize their team's wellbeing and work/life balance, especially in today’s hybrid work environments. A people-first culture helps managers support their teams' growth, productivity and engagement.

9. Promoting inclusion as a managerial core competency

Diversity, equity and inclusion (DEI) should be embedded in every part of your manager enablement program.

Managers must learn how to foster inclusive teams, ensure psychological safety and mitigate unconscious bias. Making DEI a core competency leads to more equitable and effective team management.

10. Building emotional intelligence (EQ)

Highlight emotional intelligence (EQ) as a foundational skill for managers.

Offering tools to help managers develop self-awareness, empathy and interpersonal skills through peer feedback and reflection exercises will result in more emotionally attuned leadership and better team dynamics.

11. Facilitating psychological safety

Train managers on how to create psychologically safe environments where employees feel comfortable speaking up and taking risks.

The ability to build trust and psychological safety is vital for managers — especially in teams or industries that prioritize innovation. Psychological safety encourages open dialogue and healthy team dynamics.

12. Integrating change management skills

Equip managers to lead their teams through organizational changes.

Training on change management techniques helps managers guide their teams through transitions with minimal disruption. Change management skills also reduce resistance and maintain morale during times of uncertainty.

13. Accountability structures

Build accountability into your manager enablement program by linking development goals to performance reviews or team-level outcomes, such as employee engagement or retention.

Peer accountability groups or periodic review sessions can also help reinforce learning and commitment.

14. Post-training reinforcement

Reinforce learning after the formal manager enablement program ends.

Implement post-training surveys, 360-degree feedback or pulse checks to help managers reflect on their development. Optional coaching sessions can further support managers as they apply new skills.

15. Building a manager community

Establish a community of practice for managers.

Host manager roundtables, workshops or online forums to enable peer learning and continuous development. These connections help managers share best practices and address challenges together.

16. Coaching + mentoring components

Ongoing support through coaching and mentoring is essential for lasting behavior change. 

Incorporate internal mentoring programs or external leadership coaching into your manager enablement program to provide managers with personalized guidance and support throughout their development.

17. Leveraging external expertise

Partner with Electives to develop a manager enablement program led by experts with fresh perspectives and proven strategies. These experts can provide real-world insights and industry best practices that are probably not available internally, enhancing the program’s overall effectiveness.

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