Five Actions Managers Must Implement Before They Upskill Their Team

In the current business environment, upskilling teams is crucial for maintaining a competitive edge. Before managers can effectively lead their teams through professional development, they must first prepare themselves. By focusing on personal growth, strategic alignment, credibility, mindset, and communication, managers can create a strong foundation for successful upskilling initiatives. Let’s look at how managers can better position themselves to drive team development and foster a culture of continuous improvement.

1. Self-Assessment: Know Your Strengths and Gaps

Before upskilling their team, managers should conduct a thorough self-assessment. This involves identifying their own skill gaps, understanding their leadership style, and recognizing any biases that may influence decision-making. A self-aware manager is better equipped to model the learning process and guide their team more effectively. This introspection ensures they can lead by example and demonstrate the importance of continuous learning.

2. Clarify Strategic Goals

A manager’s upskilling efforts should align with the organization’s strategic objectives. Managers need to clearly define what they want to achieve—whether it's improved productivity, innovation, or better customer service. By understanding the broader goals, managers can ensure that the team's new skills are relevant and will directly contribute to the organization’s success.

3. Build Learning Credibility

Take the initiative! Managers should upskill themselves first, setting the tone for a culture of continuous learning. When team members see their manager engaging in professional development, attending workshops, or gaining certifications/designations, it builds trust and credibility. This demonstrates that the manager is invested in growth, both personally and for the team.

4. Foster a Growth Mindset

Managers need to adopt and demonstrate a growth mindset—believing in the potential for improvement through effort and learning. They should communicate this mindset by encouraging experimentation, accepting failures as learning opportunities, and rewarding effort. This creates an environment where upskilling is seen as a positive and necessary endeavor instead of a burden.

5. Establish Clear Communication Channels

Before beginning the process of upskilling, managers should establish open and clear communication channels. This involves actively listening to team members' concerns, understanding their career aspirations, and providing regular feedback. When team members feel heard and understand the purpose of upskilling, they are more motivated and engaged in the process.

The Chartered Manager (C.Mgr.) designation equips managers with the essential knowledge, leadership skills, and strategic thinking necessary to excel in today's complex business environment. By obtaining this professional designation, managers demonstrate a commitment to continuous learning and self-improvement, directly supporting self-assessment and building learning credibility. Chartered Managers possess advanced skills in leadership, strategy, finance, accounting, operations, and organizational analysis, enabling them to tackle complex business challenges and effectively lead teams to achieve business goals. Through these competencies, Chartered Managers are well-positioned to lead by example, inspire their teams, and drive meaningful upskilling initiatives within their organizations.

Want to learn more? Visit www.cim.ca/cmgr and apply for your Chartered Manager (C.Mgr.) designation today.