Learning Lab

Management Training Myths

By Amy Brann

Management Training myths look at the common misunderstandings that end up devaluing management trainings. Management training myths cost companies dearly. The first of these myths is that once someone is a certain way, they can’t possibility change. For example, if a manager is a weak manager, they aren’t able to make decisions easily, they don’t drive the team, and they don’t take initiative so they are considered a weak manager. The idea is that they’ll be a weak manager forever and if the role requires different type of manager, they should just give up!

This is absolutely a myth and neuroplasticity tells us that the brain can change. Whereas years ago we used to think that a person’s brain, character and personality were hardwired and they were unchangeable. Old management training reflected this. Now we know that these things are software and that they can be changed. There are very specific ways of working with yourself to change things so that you can bring the different things to the table that you want to bring. Neuromanagement training is key to this.

The second myth is that only certain people are capable of being managers. Based on the first myths answer, we can already guess that this is also a myth. People who don’t fit in to the typical management category quite often end up being excellent managers. The brain throughout our life changes naturally and at different times we need it to do different things for us, we need ourselves to be different types of people and we make these changes naturally.

The brain is very clever at responding to the needs that we tell it consciously or unconsciously that we need it to fulfill.
For example, when people become parents the brain and their bodies go through substantial changes, this is for both men & women. Changes are more pronounced in women but after the baby is born there are very definite changes are happening to men as well. These are to prepare the parents and to enable the parents to be the best parents that they could possibly be. These changes are all happening naturally and there are very concrete things that change. This has relevance to management training.

Examples in your own life are when you’ve seen people who 1 year maybe had certain personality characteristics then another year other characteristics are added to their role. It can be a conscious process where it can be that you’re setting out to change things and that’s what you go for to change these things. You can change who you start out as being if you like and anyone can be manager because management is just a set of skills and way of being that can be learned.

Neurotraining teaches us it isn’t necessarily just the old school set of skills, but a set nonetheless. The wiring to be a great manager can absolutely be installed which is why great managers want the best management training they can get.

The third myth is that there are certain things that should be done and they’re the things that you should do. This is a myth because there are very few rules in management training. The management trainings that tells you need to do this, you need to do that then this is the results that you’ll get, are missing the dynamic interaction of people and the fact that a person that you meet one day could need different things from you on the next day.

If things are coming up for an individual then the person that you see on one day is not going to need the same things from you the next day. This is important to grasp and to become passionate for flexibility in management and not to get disheartened. Some days you’ll deliver something it will get a certain result then the next day that same thing doesn’t get the results you’re looking for. Having enough flexibility and that drive to be flexible is important in management training.

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