Team Development Training for Managers
Most managers can set a target, but how many actually develop the people who need to hit those targets? You can be great at setting KPIs but terrible at developing people. This is the gap that separates good managers from great leaders. It turns out developing people is far more complex than most managers think. This team development training for managers gives you the tools to build real capabilities that drive long-term results.
Why Team Development Matters
TEAM DEVELOPMENT TRAINING FOR MANAGERS
Why develop team members? Hitting quarter’s numbers is a good part of your job, I know it. Another part is building the capabilities that will hit next quarter’s numbers, and the quarter after that. When you invest in developing your people, you create a team that gets stronger over time instead of burning out chasing endless targets.
This competency development training teaches you how to identify the right skills your team needs, create Individual Development Plans (IDPs) that actually work, and build systems that turn development conversations into measurable performance improvements. You will learn to move beyond hoping people get better to systematically building the capabilities your team needs to succeed.
Bottom line is this: Developing your team is not a side project – it is your core responsibility as a manager. This team development training gives you the practical tools to identify skill gaps, create development plans that people actually follow, and track progress that translates into business results.
How to Identify Real Competency Gaps in Your Team
Stop guessing what your people need to develop. You will learn how to assess current capabilities against role requirements, identify the 2-3 competencies that matter most for performance, and avoid the trap of trying to develop everything at once based on employee wishlist requests.
How to choose competencies VS roles and team members
The biggest mistake is choosing competencies based on what people want to learn rather than what the business needs. You will learn how to match competencies to actual job requirements and career paths, balance individual interests with business needs, and handle conversations when employee requests don’t align with role requirements.
How to Set Competency Levels That Drive Real Progress
Not everyone can become an expert in 6 months. You will learn how to set competency levels that are challenging but achievable, when to target basic competence versus advanced skills, and how to match competency expectations to actual job requirements and realistic development timelines.
How to Create IDPs That People Actually Follow
Most Individual Development Plans end up collecting dust because they disconnect from real work. You will learn how to build IDPs using the 70/20/10 model, design stretch assignments that build competencies while delivering business results, and create accountability without micromanaging.
How to implement the IDPs
Building the development plan is only 20% of the work. You will learn how to embed IDP implementation into your existing management rhythm, structure development check-ins during regular 1:1s, and maintain development momentum during busy periods when everything feels urgent.
IDP Template and Tools You Can Use Immediately
Get proven templates for competency assessment conversations, development plan formats, progress tracking sheets, and review meeting agendas. These tools pass the Monday morning test – you can use them immediately with your team without modification.
Support for Implementing Competency Development Systems
Any questions, support for implementation, I am here. Tailor the takeaways for your specific work context to ensure you validate the outputs.
About the Team Development Training
Why develop team members? Hitting quarter’s numbers is a good part of your job, I know it. Another part is building the capabilities that will hit next quarter’s numbers, and the quarter after that. When you invest in developing your people, you create a team that gets stronger over time instead of burning out chasing endless targets.
The training includes real manager scenarios, common goal setting mistakes to avoid, and step-by-step processes you can implement immediately. Everything is designed around the Monday morning test – if you cannot use it immediately with your team, it does not belong in this training.
You will leave this training with the confidence to set clear objectives, the tools to track progress effectively, and the skills to adjust goals when business conditions change. No more vague directions that confuse your team and frustrate you.
Objectives of the team development training for managers
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Understand why competency development matters
- KPI vs capability distinction – Why short-term targets aren’t enough
- Business benefits – Retention, performance, and team strength
- Getting buy-in – Using the business case to secure support and resources
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Build IDPs That Teams Can Execute
- Break down competencies into 70/20/10 development activities
- Create development roadmaps that integrate with daily work
- Design accountability systems that motivate without micromanaging
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Build Action Plans That Teams Can Execute
- Break down objectives into specific tasks
- Create roadmaps you co-validate with your team
- Identify potential obstacles before they become problems
Team development training Module – 45 Minutes
Developing Team Members
Why Competency Development Matters
What Competencies Actually Are (Fundamentals)
How to set the right competencies for employee development
Defining the competency targets
Understanding and Building IDPs
Let’s build your team IDPs
IDP implementation
Quiz
Summary
30-Day Money-Back Guarantee for Full Program purchase
Requirements
Currently managing people or preparing for a management role. You need to have team members to practice with or be preparing to manage people soon.
Who is it for
New Managers
Future leaders
Organizations to train managers
Explore This ModuleThe manager development program
Additional modules part of the manager development program
Program
Module 1 : People Management Fundamentals
7 Lessons
Learn what managing people actually means and avoid the mistakes that derail new managers
Program
Module 2 : Setting SMART Goals and Objectives
9 Lessons
Stop writing vague goals that confuse your team and start creating objectives that drive action.
Program
Module 3: Developing team Members for talent retnetion
8 Lessons
Create development plans that actually develop people and keep your best talent from leaving.
Program
Module 4: Feedback & Coaching conversations
12 Lessons
Master the feedback skills that turn difficult conversations into performance improvements.
Program
Course 5: Performance management in practice
7 Lessons
Learn the performance management process that makes promotion decisions fact based.
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