It’s a concerning truth that the UK Commission for Employment and Skills hold data that shows that managers are the least likely occupational group to be given training and that 11% of the UK’s skills deficit is made up of unskilled managers. (UKCES, 2012).

This is set against a background where our managers are facing challenges including constant change, increasing competition and a struggling economy to name but a few.

This is not to say that the UK does not have some excellent managers, however evidence suggests we are falling behind a number of our key global competitors such as Japan and the US, increasing our productivity gap.

Research carried out in 2012 by the Chartered Management Institute, along with the Department for Business Innovation and Skills found that studying for a management qualification had an impact both on the individual manager and the organisation.

The findings point to:

• Improvements in organisational performance

Organisations are found to perform better where they have a management development strategy in place.  Well qualified managers are more likely to look for and identify new products or services or ways of improving those that already exist as they have a higher level of engagement with the organisation and its competitive edge and efficiency.

• Improvements in individual performance

90% of the managers involved in the survey said their management qualification improved their workplace performance and 85% said their qualification helped them make lasting changes to the way they manage and lead.

• Improvements in employee performance

Having managers who are well qualified is also found to lead to a workforce that is better skilled and qualified which in turn enhances an organisation’s competitive positioning.  81% of the managers surveyed had been able to transfer their learning to others, with 79% reporting improvements in their team’s performance.  Further, those with effective management and leadership skills have an impact on employee engagement within an organisation, leading to less absence, increased loyalty and a greater understanding of customer needs.

It seems evident then that there is a sound business case for the development of managers which points to a link between sound management and leadership and organisational performance; something that organisations can ill afford to overlook in the current climate.

Has the development of managers made a tangible difference to your organisation?

Julie Gordon heads up the team at cHRysos HR Solutions, an organisation specialising in the delivery of HR and Leadership-related training, professional qualifications, as well as HR and business consultancy services. With over 20 years’ experience in learning and development within the private and public sector, Julie’s key strengths are now in the management of the learning and development process and in work-based learning. As well as working in industry, Julie has held various academic teaching posts and has published journal papers in the field of learning and development.

For further information call 01302 802128 or email info@chrysos.org.uk.