Team Development Training for Managers
This is Module 3 of the Manager Development Program.
Most managers can set targets, but fewer build the capabilities required to sustain performance over time. Teams may deliver short-term results while skills stagnate and retention weakens. This team development training for managers focuses on identifying competency gaps, structuring Individual Development Plans (IDPs), and embedding development into everyday management practices. The objective is to move from ad-hoc development conversations to a structured system that strengthens performance and retention.
Why Team Development Matters
TEAM DEVELOPMENT TRAINING FOR MANAGERS
Why develop team members? Hitting quarterly numbers is one part of a manager’s role. Another is building the capabilities required to deliver results over time. When development is ignored, teams rely on effort instead of skill, leading to burnout and declining performance.
This team development training for managers focuses on identifying critical competencies, designing Individual Development Plans (IDPs) that work in practice, and building systems that turn development conversations into measurable performance improvements. The approach moves development from good intentions to structured capability building.
Developing a team is not a side activity. It is a core management responsibility. This team development training provides practical tools to identify skill gaps, structure development plans that are executed, and track progress in a way that translates directly into business results.
How to Identify Real Competency Gaps in Your Team
Stop guessing what needs to be developed. We cover how to assess current capabilities against role requirements, identify the 2–3 competencies that have the highest impact on performance, and avoid spreading development efforts across too many low-impact areas.
How to choose competencies VS roles and team members
The most common mistake is selecting competencies based on individual preferences rather than business needs. This section covers how to align competencies with role requirements and career paths, balance individual aspirations with organizational priorities, and manage misalignment when requests do not match role expectations.
How to Set Competency Levels That Drive Real Progress
Not everyone can become an expert in 6 months. We go through 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
Individual Development Plans fail because they are disconnected from real work. This section shows how to structure IDPs using the 70/20/10 model, design stretch assignments that build capability while delivering results, and create accountability without micromanagement.
How to implement the IDPs
Building the development plan is only 20% of the work. Here we go through how to embed IDP implementation into your company’s 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 in your company without modification.
Support for Implementing Competency Development Systems
Support is available for implementation and contextual adaptation. This includes guidance to tailor outputs to specific business environments and validate that development systems are applied effectively.
About the Team Development Training
Why develop team members? Hitting quarterly numbers is one part of a manager’s role. Another is building the capabilities required to sustain results over time. When development is neglected, teams rely on effort instead of skill, leading to burnout and declining performance.
This training includes real manager scenarios, common development mistakes to avoid, and step-by-step processes that can be implemented immediately. Participants leave this training with clear methods to structure development conversations, track progress effectively, and adjust development priorities as business conditions change. The result is fewer vague directions, stronger execution, and teams that grow capability instead of accumulating frustration.
Objectives of the team development training for managers
-
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
-
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
-
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
Pilot before scaling
Requirements
Currently managing people or preparing for a management role. Participant needs to have team members to practice with or be preparing to manage people soon.
Who is it for
New Managers
Future leaders
Managers needing reinforcement
Program Overview >The 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 common mistakes that derail managers.
Program
Module 2 : Setting SMART Goals and Objectives
9 Lessons
Replace vague goals with clear objectives that align teams, drive execution, and support performance tracking.
Program
Module 3: Developing team Members for talent retnetion
8 Lessons
Build development plans that create visible growth paths and reduce the risk of losing high-performing employees.
Program
Module 4: Feedback & Coaching conversations
12 Lessons
Learn how to handle feedback conversations with structure and confidence to improve performance without conflict.
Program
Module 5: Performance management in practice
7 Lessons
Apply a performance management process that supports fair evaluations, promotions, and salary decisions.
Program
Module 6: Recruitment in practice
11 Lessons
Run a structured recruitment process that helps managers make better hiring decisions and onboard the right profiles.
