I'm a manager, I don't need training. Right?

Training for anyone who is new to managing a team is critical. It can be difficult to transition from exclusively being an individual contributor to driving team performance. This often requires very different skills, which perhaps they may not even know what is required of them.

There is a real need in many organizations to help new managers learn to manage their expectations of time management, so that they continue to contribute as individuals, but also are able to lead their teams successfully.

But your managers have been managing for a while now, they don't need training right? More than likely, they do need it.

Talk Tough to a Poor Performer

Delivering negative feedback is one of the toughest jobs managers face. So they avoid the issue, hoping that performance problems will evaporate on their own. They won't. Here are some tips that will make delivering feedback a bit easier:

• Stay away from ancient history - Some managers allow a subordinate to mess up a few times without saying anything. Then, they explode with a list of offenses a mile long. It's better to address each incident as it happens or let it go. Read "Good Boss Bad Boss" by Robert Sutton
  
• Be clear, but not combative - Don't dance around the problem. When you discipline a subordinate, both of you should walk away with a clear understanding of the issue and an action plan for a solution.
  
• Don't act overly optimistic - or the employee will come away with the feeling that everything is ok. You need to convey the seriousness of the feedback you're delivering and the ramifications if the person doesn't improve.

Adapted from "Delivering Bad News with Grace and Effectiveness" Emory Mulling - Atlanta Business Chronicle

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