Skip to main content Skip to secondary navigation
Main content start

Managers share competencies for success and learning preferences

Results from the Learning Needs Assessment survey for managers highlight competencies for success and learning preferences.

In results from the Learning Needs Assessment survey for managers conducted by University Human Resources in Fall 2023, managers provided valuable feedback about which competencies contribute to manager and team success and how they prefer to learn. 

In an effort to continuously improve staff learning offerings, UHR collected feedback from managers about learning and development needs that are most important to staff. In Fall 2023, UHR conducted a brief survey to assess what matters most for staff learning, and more than 200 managers responded. The following are some key highlights from what managers shared in the survey.

Managers identify critical competencies for success

Competencies are the skills, knowledge, and behaviors required to accomplish your goals. Managers shared which competencies are most important for their role and for their teams.

Manager respondents prioritized the following competencies as most important to their role: 

  • Develops Self & Others
  • Accountability
  • Positive Work Environment
  • Communication 
  • Vision & Strategy 
  • Leading Teams/Leading Change 

Managers identified the following competencies as being the most important for their team members to demonstrate:

  • Accountability
  • Develops Self & Others
  • Positivity & Resilience
  • Communication
  • Problem Solving
  • Adaptability

In addition, project management was the most frequently mentioned priority for technical skill and competency development.

Learn more about competencies on Cardinal at Work

How managers prefer to learn

When asked about learning preferences, managers shared that they:

  • favor learning in workshops, including virtual sessions, with some asynchronous (as opposed to real-time) activities desired.
  • are open to learning from curated content, but not through communication channels like Slack to engage with curated content for learning.

Additionally, managers reported having limited availability in their schedule to dedicate to formal learning and had mixed sentiments about how well their own manager provides input on their learning and development.

Respondents shared a need to continue to upskill managers on coaching and developing others, including techniques like crafting development plans that are job-specific and career-specific with supporting assignments designed to support their growth.

Find learning and development resources on Cardinal at Work

Data are helpful in informing future offerings provided by UHR. Visit Cardinal at Work for more information about current and ongoing listening efforts being conducted by UHR.

More News Topics