b'Interns follow an eight-week learning path thatHow Can you Help Managers Reach their allows them to experience the full lifecycle of aFull Potential construction project. New field assistants and project engineers across the company gather in person to participate in a boot camp centered not only on training, processes, and procedures but also on culture. Managing directors participate in leadership training and individual coaching to explore leadership best practices. All employees also participate in regular skills training on topics ranging from time management to conflict resolution. Having a yearly learning and development training goal ensures that Clune has a well-rounded workforce.A McKinsey survey of managers shows just 20% of If your company doesnt have the resources torespondents strongly agree their organizations help invest in formal education, there are still ways tothem be successful people managers. It is crucial support continuous learning. For example, ancompanies consider the role of managers and offer internal mentoring program fosters connectionssupport so their managers can realize their full among staff while helping team members learnpotential. from one another. Inc. shares the following ways leaders can make Leverage routine discussions to boost learningmanagers some of their most valuable assets. Everyday situations often present excellent opportunities for professional growth. For instance,Let managers manage. Although successful Clunes teams engage in a comprehensive go/no-gomanagers integrate the companys purpose into decision-making process, before committing to ainteractions with team members, they often must project. Through this process, they evaluate whetherhandle administrative tasks that distract them from the project merits the time, effort, and investment.managing people. It can help to take paperwork off These discussions provide valuable lessons on whichmanagers task lists and empower them to be projects match Clunes capabilities.compassionate leaders. Studies show when employees see the compassionate side of their managers, they are After a project is complete, teams host debriefs. Wemore loyal and perform better. want to pat everyone on the back for a job well done,Trust your managers. Senior leaders often fail to while also exploring what didnt go as planned,empower the people lower in the hierarchy simply explains Chin. We want to take steps towardbecause they do not trust them. However, managers preventing repeat mistakes. Everyone involved learnshave the best perspective regarding daily operations. If lessons they can carry forward. That way, wesenior leaders have chosen managers who are qualified continually improve with each project.and have trained them well, they should trust them to build strategies, make decisions and define how their Never stop investing in your teamteam members collaborate. The industry often seeks to figure out the magicRethink recruitment and retention. Managers are a formula for retaining its workforce. Employees arevital part of recruitment and retention efforts, and they more invested when they see an investment in them,need their companies support to succeed. Companies says Chin. This doesnt always have to be financial.should include managers in the recruitment process and Show your team that youre investing in acceleratingallow them to be part of hiring and worker their development, and you will see results.development. Facilitate a strong partnership between managers and human resources because managers know the skills they need for each position. Managers also are essential in building long-term connections between new hires and the company. 21'