If you find your company has to recruit every time there is a manager or leader role open, it’s time to ask yourself why. Do you know the cultural impacts and fiscal costs of this? More importantly, it’s time to ask yourself are you ready to do something about it.
Ready Your Current and Future Leaders Through Upskilling and Reskilling
Engage Top Talent
Optimize performance, increase retention, build a best-in class culture by investing in high performers and high potential employees
Build Professional Skills
Ensure the presence of universally value adding competencies that can measurably move the needle on various levels
Promote an Agile Environment
Close the competency gap by building bench strength continuously ready to demonstrate investment in self and the organization
Meet Ceasar. He was a high-performing and high-potential individual contributor in your organization for several years. You just promoted him to a management role. The competencies Ceasar will need to succeed as a manager are very different than those he relied on as an individual contributor. It’s time to authentically invest in Ceasar’s development toward his long-term success.
According to Forbes, an employee’s relationship with his or her direct manager is the most important single factor in employee engagement. Development is important to businesses that want to take a proactive approach to growth. Training opportunities increase employee retention and motivate employees, resulting in a knowledgeable and driven workforce. Additionally, many companies invest heavily in training at the top (leadership development, executive retreats, etc.) but less at the bottom or middle, where it may prove more advantageous.
NRM’s Institute for Manager Development is a ready-made suite or topics specifically designed to address needs of mid-level leaders based on industry research. Your introduction of NRM programming will not only ensure your managing leaders develop the hard and soft skills needed for short-term success, but also demonstrates your authentic investment in their long-term success.
NRM offers both reusable learning objectives as well as customizable learning objectives for every employment level. Topics organizations can leverage include customer service, project management, communications and operations management to name a few.
Customize individual-focused development programming for high performers within the organization. Leverage NRM’s suite of strengths identifying tools toward providing the support your high performing and high potential population need to add long-term and measurable value.
