Phoebe Garfinkel, Head of HR at AstraZeneca, shares her insight on this challenge. She has led talent and development for AstraZeneca’s Biopharma division and worked there for five years.

She is also an accredited executive coach who encourages a coaching mindset and feedforward to strengthen performance and handle tough conversations. Her path into leadership is not traditional. 

She studied poetry, worked in agricultural food systems, and earned an MPA from Cornell focused on behavioural economics and negotiation.

She then moved into consulting and organisational development, advising leaders at more than 20 organisations on recruitment, retention, and team performance before joining AstraZeneca.

This article will explore how managers can build the skills they need. You will learn why training matters, how coaching supports growth, and how peer learning creates confidence.

We will also look at what smaller organisations can do to shape effective management through simple but powerful practices.

How Do Professionals Build Skills to Improve Management?

Stepping into a leadership role often feels like entering a new world. Many become managers because they did well in their previous job, but the skills that made them successful there are not the same ones needed to lead a team. 

Suddenly, they face new tasks like guiding performance, shaping culture, and handling administrative work. Without training, this change can feel overwhelming.

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The Challenge for New Managers

Most new managers are unprepared for what comes next. They must balance leading people, setting direction, and maintaining day-to-day operations.

At the same time, they still carry the pressure of meeting business goals. This mix of responsibility often causes stress and confusion, especially when no clear roadmap exists.

What Helps Managers Grow

There is no single program that turns someone into a great leader. Instead, growth depends on three core factors:

1. Clear expectations from leadership: Managers need to know what is expected and how to achieve it. Clear guidance creates focus.
2. A personal reason to engage: Training works best when managers see benefits for themselves. These can include stronger confidence, greater credibility, and even better career prospects.
3. Acting with values: Leading with values builds trust. Managers should meet people where they are, listen well, and show respect.

Why Upskilling Matters to Improve Management

Investing in leadership skills benefits both managers and organisations. Strong managers create a positive culture, help employees perform better, and reduce turnover. At the same time, managers enjoy their work more when they feel capable and confident. 

Their jobs become less stressful and more rewarding. In the end, leadership growth is not about finding a perfect course. It is about setting clear expectations, connecting development to real benefits, and leading with values daily.

How Can Coaching and Feedback Improve Management?

Good management is not just about tasks and deadlines. It is about building trust, guiding growth, and helping people succeed. Coaching and feedforward are central to this.

Coaching helps managers support employees through questions and guidance, while feedforward focuses on clear, future actions instead of past mistakes.

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Why Training Managers Matter

Managers often step into their role without proper preparation. To perform well, they need clear support.

Effective training should:

• Explain what is expected from managers
• Point to available tools and resources
• Teach how to use coaching and feedforward
• Show how to make fair reward decisions
• Stress the need for inclusive and respectful teams

Regular refreshers keep these skills useful and relevant over time.

Building the Right Culture to Improve Management

Training alone is not enough. Leaders at the top must set the tone and model the same behaviour they expect from others. Employees will copy what they see if senior leaders say one thing but act differently. A culture of coaching and forward-looking feedback must be reinforced at every daily level.

Coaching as a System

Coaching works best when it becomes part of the whole system. This includes:

1. Mindset: Managers approach daily conversations with a coaching attitude.
2. Capability: Training programs build real coaching skills.
3. Service: Internal and external coaches provide added support when needed.

Balancing Coaching and Direction

Not every conversation should be a coaching session. Managers must know when to coach and when to give direct instructions. A short, clear direction can save time and prevent mistakes.

However, coaching builds long-term growth and trust. The right balance ensures both immediate results and lasting progress.

How Can Managers Learn and Grow Together to Improve Management?

Managers carry a tough responsibility. They must guide performance, build trust, and handle conversations that are not always easy.

Many believe they do well, yet employees leave confused or dissatisfied. To address this, organisations highlight the “moments that matter.” 

These are times when clarity is critical, such as performance reviews, end-of-year rewards, or correcting underperformance. Clear, honest feedback is far kinder than vague words, even when difficult.

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Learning Through Peer Support

Managers improve faster when they share. Peer forums give space to discuss challenges, swap solutions, and build confidence.

These sessions also create networks that last beyond the training itself. Managers feel less isolated and more supported as they practice a coaching mindset together.

Coaching Programs That Build Skills

Structured programs help managers apply coaching in their daily work. Two common examples are:

• Manager as Coach, which focuses on coaching skills for everyday situations.
• Leader as Coach is a deeper program originally for senior leaders, but now open to mid-level managers.

Both run for several months and mix online learning with group practice. Many participants continue supporting each other long after the programs end, turning short-term groups into lasting communities.

Flexible Growth Options

Development works best when it fits individual needs. Managers should have a clear menu of choices. They can select the skills they want to strengthen and the best online, in-person, or live virtual format. 

Core areas usually include coaching, communication, difficult conversations, and sharing information clearly. Just as important are human skills like empathy, listening, and authenticity.

When managers combine clarity, peer learning, and flexible training, they grow their abilities and build stronger teams and healthier workplaces.

What Should Smaller Organisations Focus on to Improve Management?

Smaller organisations may not have big budgets for training, but strong management still matters. What makes the biggest difference is how managers handle the “moments that matter.” These are the situations where clarity and direction shape how employees feel and perform.

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Getting the Basics Right

Hiring is one of the most critical responsibilities. How a manager welcomes a new employee, especially in the first 90 days, sets the tone for their entire experience. Clear goals are just as important.

Without them, employees lose focus, and managers cannot measure performance fairly. Pay and promotion decisions also require openness. These conversations are not always easy, but avoiding them creates mistrust.

Managers should be ready to explain:

• What an employee earns and why
• What is needed for a promotion
• Why a promotion request may not move forward

Clarity in these areas prevents frustration and builds trust.

Balancing Care and Boundaries

Well-being is another area that managers cannot ignore. They are not expected to act as counsellors, but they should notice when something is wrong. Spotting signs early and guiding employees to proper support protects the employee and the manager.

Keeping Coaching Simple

Coaching does not need to be costly or complex. Even small teams can benefit from simple practices. Giving managers thoughtful questions and encouraging active listening is enough to build stronger habits.

For example, asking, “How do you think that went?” after a project opens space for reflection and alignment.

Smaller organisations thrive when managers focus on clarity, fairness, and open communication. Getting these basics right creates stronger teams without needing heavy resources.

Conclusion

Good management grows through clear guidance, steady coaching, and values shown in daily actions. Managers need training, feedback, and support, but culture makes the biggest difference. When leaders model the right behaviour, managers follow with confidence.

Moreover, growth should not stop after one course. Managers improve most when they practice skills often, receive honest feedback, and share with peers. This creates trust and builds teams that perform well and enjoy their work.

That said, both large and small organisations can see results by focusing on the basics. Clear expectations, fair decisions, and simple coaching habits reduce stress and build stronger teams. These steps make managers more capable and employees more engaged.

Ultimately, the best way to improve management is to focus on clarity, consistency, and respect. When managers thrive, employees thrive, and organisations become stronger and more successful.

FAQs

How can technology help improve management?

Digital tools make it easier to track performance, share updates, and manage tasks. They also support remote teams by keeping communication clear and timely.

What role does emotional intelligence play in improving management?

Emotional intelligence helps managers understand people better. It allows them to handle conflict calmly and build stronger trust with employees.

How can time management skills improve management?

Managers who use their time well set priorities and avoid overload. This keeps them focused on guiding people instead of chasing tasks.

Why does communication style matter in management?

Clear, simple communication avoids confusion and reduces mistakes. It also builds respect and ensures everyone understands goals.

How can recognition improve management practices?

Recognising effort motivates employees and builds loyalty. Even a small appreciation helps people feel valued and improves performance.