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Implementing Effective Manager Training

While at Dataiku and Kargo, Joy built manager training programs from the ground-up leading to increased 360 scores, higher employee engagement, and buy-in from her fellow executives. In this guide, Joy shares her playbook on how you can replicate these programs at your own organization

Joy Sybesma is the Founder/CEO of her own leadership development consultancy ScaleJoy. ScaleJoy delivers custom manager training and personal growth plans specifically for leaders at hypergrowth technology companies. Before embarking on her own venture, Joy was a 2x Chief People Officer at Dataiku and Kargo where she led and scaled global people teams.

Table of Contents:

  1. What do you include in a Management Development Program?
  2. What are your best practices for a CPO implementing a manager training program?
  3. What trainings have been particularly impactful in the remote/post-Covid environment?
  4. How do you embed 360-feedback into your development process, especially for new managers?
  5. How do you approach an executive team that wants to expand our L&D programs but doesn’t want to go so far as to tie it to bonuses and performance reviews?
  6. How have you adjusted your training program for different management levels?

Excerpt: Implementing Manager Training

2. What are your best practices for a CPO implementing a manager training program?

Define your management culture. Step 1 should always be to align with your executive team. A simple exercise I utilize here is called the “rocketship exercise”. You instruct the team that you have a rocketship with 10 seats on it and are opening a new company division on Mars. Then you pose the question “who do you take with you on the rocketship and why?” By comparing everyone’s notes, you can assess the overall level of alignment and true behaviors you value across the organization. This exercise can then enable greater buy-in from leadership on the goals and direction for the training program.

Tie the training to performance data, process, and outcomes. These are the protocols you have in place to evaluate success at your organization. It is imperative that your training aligns with the evaluation process in order for it to be taken seriously.

Customize to the individual. Employees must feel personally responsible for their own development. By offering coaching and individual development plans you can help each manager feel like the training is addressing their personal needs and goals.

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