ATD Research is preparing to release its newest report, ACCEL: The Skills That Make a Winning Manager. This report will introduce the new ACCEL skills model for frontline managers, or people managers, which centers on five critical abilities necessary for managerial success: accountability, communication, collaboration, engagement, and listening and assessing. 

In early 2016, ATD Research conducted a survey of 847 talent development professionals. The questionnaire focused on how ACCEL skills contributed to managerial success in developing their direct reports, which is a primary responsibility for frontline managers. Specifically, participants were asked about the barriers to effectively exhibiting ACCEL skills, how success in developing direct reports was rewarded or recognized, and how ACCEL skills training is typically delivered.

Key Findings 

ATD Research found that just less than two-thirds of participants indicated that ACCEL skills are taught through instructor-led real classrooms. Other common methods were self-paced online (35 percent) and formal mentoring or coaching (34 percent). That instructor-led real classrooms is the most common method for teaching ACCEL skills is not surprising. This is similar to the overall trend found in ATD’s 2015 State of the Industry report in that instructor-led classroom and self-paced online make up the highest percentages of formal learning hours at the average organization.

After delivering training, it’s important to consider the key barriers that keep managers from effectively exhibiting the skills they learned. ATD Research found that 70 percent of participants thought that managers don’t have the time or have other priorities. Just less than two-thirds indicated that managers are not held accountable for developing their reports, and 60 percent indicated that managers are not hired for the skills needed to develop direct reports. 

Recommendations 

The report outlines several recommendations to overcome the challenges associated with ACCEL skills and developing direct reports. To learn more about what the subject matter experts had to say, read the full report.  

Consider the content before choosing a delivery method. Create training that best caters to the skill you want to teach. For example, if you’re teaching managers communication skills, it’s best to match the training to what they are learning. Will they be communicating in person with direct reports? If so, training should be done face-to-face. In contrast, those with remote team members should have training that utilizes the same technology managers actually use.  

Focus on developing one or two skills at a time. Consider creating training that isolates one or two skills at a time, rather than all the ACCEL skills at once. Employees will find it easier to make time to exhibit ACCEL skills if they keep one or two skills to work on at the top of their mind, rather than all five simultaneously. 

Emphasize the importance of developing direct reports. Make it a priority for managers to develop their direct reports by exhibiting ACCEL skills. Recognize or reward managers for their commitment to and success in developing their direct reports. Get buy-in from senior leaders to support managers’ development of direct reports; without buy-in, managers will not be held accountable and are unlikely to focus much effort on developing employees. 

Learn More  

The full report will be available for purchase in late November 2016 for a member price of $199 ($499 for nonmembers) at www.td.org/manager. There will also be a whitepaper, which is complimentary for ATD members and $19.99 for nonmembers. In addition, ATD will host a free webcast on December 13 at 2 p.m. ET; you can register online now.