Could it be because they have followed a longer than average course of study before taking over the reins of a company or simply because they feel that training is not necessary for them ?
Whatever the reason, the figures are clear: in France, company managers find it difficult to enroll in training.
Indeed, according to a study carried out by the Ariane C & M association in 2008, 13% of SME managers have never taken part in continuous training.
However, training remains essential regardless of one’s position in a company, especially since there are training programs specifically designed for company managers.
What are the reasons given by leaders to justify this lack of training ? The benefits that they can gain from it are real, all the more so as for them, the training is easily accessible.
If business leaders are reluctant to train, it is primarily because it is a habit rooted in their professional group, a bad habit that is especially prevalent in France. In Germany, the UK, and the USA, training leaders is part of their work.
The first argument put forward by managers is the lack of time. This is one of the least questionable reasons, given that managing a company effectively involves being alert at all times and having to manage many time-consuming operations.
Another argument cited is the lack of knowledge of their right to train. It would seem that, in this respect, managers are no better informed than their collaborators! And if they understand the need to set up training programs for their employees, it is less natural for them to arrange it for their benefit. Sometimes, the argument presented (rarely in public), shows a definite lack of leadership: what will my team say if they see me participating in training?
Finally, there is a final reason for disinterest: the leader does not always perceive the need of changing their habits or methods, especially if the ones they are currently using seem to be working.
Why is training essential ?
However, training can have a positive impact in several ways: in the way he works, but above all, on his company and the teams he manages. Indeed, leaders’ training generally involves issues related to the management of people: developing employees’ motivation, learning to delegate without fear, or establishing leadership in stressful situations. It also deals with future challenges that could lead to major changes and mutations: digital transformation, big data, new technologies, new business models…
Moreover, a business leader, like any other employee, needs to keep his knowledge up to date, when everything is changing so fast in the business world, whether it is technology, legislation, methodology, or corporate culture. This may involve training to deepen their management techniques, better develop their management dashboards, or enhance the value of their company or open up their capital.
Lack of time ? Fear of having your leadership challenge ? These are not excuses to avoid training.
Let’s talk about it together.
“You are not born a leader, you become one”.