Designing success: The crucial training for managers at every level

Effective manager training matches development to experience: new managers need foundational skills such as communication, feedback and goal setting, while tenured managers need deeper practice in project leadership, difficult conversations and change management. Across levels, live practice and continuous learning help managers apply skills to real workplace challenges.

Manager training equips managers with the skills and knowledge to guide their teams, foster a positive work environment and achieve organizational goals. The need for training varies between new and tenured managers, so each group requires a distinct approach to development.

What training do new and tenured managers need?

For new managers, training should focus on foundational skills.

• Communication skills: Supporting clear and effective team interactions.
• Feedback: Learning how to provide constructive feedback that guides employees and supports growth.
• Meeting facilitation: Ensuring meetings are productive, inclusive and goal-oriented.
• Goal setting: Establishing clear, achievable objectives for the team.
• AI fluency: Understanding how to use generative AI, evaluate its outputs and help teams adopt AI in daily work.

These skills are vital for new managers to build confidence and effectiveness.

Training for tenured managers

Tenured managers, meanwhile, benefit from advanced manager training that focuses on:

• Project management: Enhancing their ability to oversee complex projects efficiently.
• Team management: Developing strategies for managing diverse teams and improving productivity.
• Difficult conversations: Navigating challenging discussions with empathy and assertiveness.
• Continuous learning: Encouraging a culture of growth and development within the team.
• Change management: Communicating with teams in ways that keep them motivated and aligned.

Advanced training helps experienced managers remain adaptable and lead their teams through change.

More essential manager skills

In addition to the areas above, training for managers should cover:

• Leadership: Inspiring and leading teams toward common goals.
• Conflict resolution: Addressing and resolving team conflicts effectively.
• Time management: Prioritizing work and using time effectively.
• Emotional intelligence: Understanding and managing one's emotions and responding thoughtfully to others.

These skills help managers lead effectively, create a supportive team environment and contribute to organizational success.

The specific training needs of new and tenured managers can vary based on organizational culture, role expectations and an individual's experience before moving into management.

Which manager training formats work best?

Private, team-based manager training

Team-based manager training can strengthen cohesion as managers learn alongside colleagues from the same company. Private classes can also be customized around specific organizational needs and challenges, making the learning experience more relevant to managers' daily work.

Flexible manager training for individual development goals

Flexible development through offerings like Electives Membership gives organizations access to fresh live classes every month. Managers can select classes that align with their development goals, while HR and L&D teams can support learning across the organization.

Manager certificate programs

Certificate programs can provide a structured sequence of learning and a visible marker of completion in foundational or advanced management topics.

The advantages of live learning for manager training

Live learning allows for real-time engagement, questions and discussion within manager training. It is especially useful for skills such as difficult conversations, feedback and meeting facilitation, where role practice and immediate feedback help managers connect concepts to workplace situations. Live learning also creates space for managers to share experiences and learn from one another.

For skills that depend on judgment and communication, repeated practice through live roleplays or AI simulations can help managers move from knowing what to do to applying it more consistently.

How does continuous learning support manager effectiveness?

Prioritizing continuous learning helps managers keep developing as team needs and business priorities evolve.

Managers who commit to their own development can model a culture of growth and innovation. Continuous learning also exposes managers to new practices and emerging workplace challenges, helping them adapt and guide their teams through change. When development is relevant and ongoing, it can support stronger management habits, team morale and productivity.

Manager training is an investment across every level of an organization

Companies can develop more effective managers by addressing the distinct needs of new and tenured leaders and using training formats that combine relevant instruction with practice. Continuous learning should be part of the organization's broader people strategy, helping managers and their teams prepare for current priorities and future challenges.

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