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Seb Anthony

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Training for senior managers


I have been asked to source a report writing training course for a senior manager. The difficulty is that the manager is not aware that there is a problem with his report writing. The problem I have is:
a) to find a suitable course that meets his training need but recognises his status i.e. I don't want to send him on a course that is designed for new or junior managers or supervisors
b) to get him to attend the course without him feeling humiliated
c) I don't know of any such courses in Glasgow or Edinburgh
(which are the nearest cities to my organisation)

I would welcome any suggestions or advice
Patricia Proctor

3 Responses

  1. Hmmm
    Can’t say for certain but I doubt you’ll find such a thing in Central Scotland (where I’m from). However, report-writing courses are not usually ‘designed’ specifically for junior managers but for anyone. Is it more about how comfortable he would feel with more junior managers?

    A more cost-effective and more diplomatic approach might be some internal coaching, or failing that, some self-paced training. If you’ve got lots of money and stroking his ego is essential then external coaches can help.

    I take the implication from your question that you’re looking for the course to give him the realisation that his skills need improving. If so, bad idea. Grasp the nettle and get him on board before finding a learning solution.

    Good luck,

    Peter D

  2. Any feedback happening?
    I’m concerned that the job of breaking the news to this individual that they have a training need has fallen to you. Too often line managers expect training professionals to act as their proxy, delivering the feedback that, for example, their reports writing skills are not up to scratch. This individual must be aware of the need to change what he’s doing and have bought into this before any training activity is going to have an impact.

    When I’ve been put in this situation in the past I’ve pushed back to the line manager to get them to deliver the feedback – remember, it may not even be a training issue (the individual may not have known what was expected in terms of the standard/style of reports, the individual may be demotivated by the task, they may be dyslexic…etc.).

  3. Coaching perhaps more sensitive
    I too would suggest some coaching with the individual might be more effective than a generic training course. Coaching will help the individual work through and understand his style.

    I also agree that it’s the line managers role to raise this issue and not yours – it must be part of a performance conversation.


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