Like hairdressers, mechanics, doctors and just about every profession, some managers are better than others. The best managers encourage, support and advise their staff, whilst bad managers provide little such support. Accidental managers often fall into the latter category.

The answer to overcoming the often less effective ways accidental managers run teams, is through training. Take a look at what exactly accidental managers are and how, with the right training, organisations can avoid the pitfalls of having teams run with accidental managers.

What are accidental managers

Accidental managers refer to individuals who are promoted to a managerial position without any formal training or qualifications. Such individuals may have been part of a team and shown initiative, competency and efficiency, and are therefore promoted to a team leader or manager.

However, without the right training and support, such leaders are often ‘out of their depth’, as they do not have sufficient knowledge, skills and experience to be a proficient, effective and diplomatic leader.

What makes a good manager

A good manager is able to encourage, inspire, motivate and maintain a hardworking, productive, effective and happy workforce, which regularly performs well. In order to achieve these team attributes, quality managers build up close but professional working relationships with the individuals on their team.

Relationships are built on commitment, engagement and trust, all for the benefit of the organisation. By nurturing trusting and committed relationships with staff, tasks are completed on time, with energy and enthusiasm and to a high standard.

Good managers are skilled at listening and communicating with staff. They know how to handle negative situations and behaviour effectively and how to resolve conflicts. They delegate tasks proficiently, recognise talent and hard work, giving praise where it’s due. Good managers have a genuine interest in the wellbeing and morale amongst staff. They are not afraid to take the lead and enjoy being a manager, without having a smug or superior attitude.

According to the MAS Code of Conduct for Management Practice, management practice should be aimed at helping “managers to create the context in which staff thrive, are engaged with their organisation, are energised to contribute, derive personal and professional fulfilment and perform at their optimum.”

Benefits of management training

Management training teaches managers about the attributes of what makes an effective leader, so they can make an optimum contribution to the workforce.

By providing accidental managers with management training, organisations can develop the skills of their management teams. Such training is designed to show and teach managers how to be better listeners, better delegators, more proficient communicators and how to motivate staff.

It teaches participates about how to understand the dynamics of a team and what effective team leadership is. Such training shows the value of giving constructive feedback and showing support to all members of staff to help motivate them into doing their best job.

Why companies should invest more in management training

By investing in management training, organisations reap the many benefits quality management brings to a company. As well encouraging staff to perform well in an engaged, motivated and energised environment, well-trained and effective leaders boost morale amongst staff, leading to a more loyal workforce with high staff retention.

If you’ve not yet trained your accidental managers, now’s the time to do so.

This blog post was written by Hadyn Luke, Director of CMS Vocational Training (CMSVOC). CMSVOC offers a wide range of commercial and government funded apprentices and courses, including CMI course for managers.