Does Management Training Still Exist?

Posted by Richard Moran.

Once upon a time large corporations visited college campuses to recruit seniors for “management training” programs. For some seniors, the training program solved the problem of “I don’t know exactly what I want to do, but this will be a way to get me started in the real world.” Companies like IBM, Procter & Gamble, Accenture and many others were leaders in management training. At the end of the program the trainees had a good grasp of what it took to be successful and were on their respective ways. The management training programs took ambitious people, regardless of their majors.

In those same times, ads were plentiful in classified sections seeking management trainees. If you missed the on campus recruiters you could look in the classifieds of the New York Times and declare how eager you were to learn and land a spot in the management trainee program at an advertising firm or PR agency.

Companies would not only hire accountants to be accountants; these companies would hire English majors and marketing majors as well as most other majors to learn their business from the ground up. It was a place to jump in the water over your head to see what you can do and what you like. Those days are mostly over.

But there are still companies who believe in “the best available athlete” mentality and management training.   That is, some companies will take someone with the right attitude and a willingness to learn can develop into a leader and make the business better. There are just not as many.

The biggest entry-level employer for 2017 is Enterprise Rent-A-Car  This year alone, the company plans to hire 9,500 college graduates into its management training program.

Any college president wants the graduates to grow professionally, find a rewarding career and be personally satisfied regardless of the employer. Most importantly, for graduates to have a smooth transition from the brutal transition from college to the real world. Management training programs can do just that.

Here are a few things I know about the best management trainee programs:

  1. They’re not elitist – Enthusiasm, performance and motivation are valued more than where you went to college. You don’t have to have an MBA or a computer science degree to excel. The best ones and the big ones hire students from all majors. (English majors of the world rejoice!)
  2. They offer the chance to go from entry-level to CEO – They give people a chance to prove themselves and grow their careers without leaving.  If he CEO started out as a management trainee, that’s a good program.
  3. They allow risk taking accountability. – The best ones give the trainees real responsibility from day one, and the freedom to show what they can do.
  4. They provide a clear path forward – Every trainee is given a “roadmap” – a set of skills they’re expected to master within a certain timeframe. Not only does it help promote accountability, it also helps trainees continue to meet new career goals.
  5. They show a team matters – When coworkers are invested in helping each other succeed, everyone succeeds. If a manager is measured on his or her ability to retain and develop employees, that’s a good training program.
  6. They measure progress and reward it fast – Promotions should be based on performance, not tenure.

One of the most heavily searched words on all the career and job sites is “management trainee”.  If you go that route, look at the actual program and path forward.

What’s the Dress Code?

Posted by Richard Moran.

It was all over the news. Two young women were denied access to board a United Airlines flight because they were wearing leggings. In this instance, the dress was inappropriate and violated the dress code. (In fairness to United, the women were flying on an employee pass and the airline does have a specific dress code for those flyers.) Guys like me aren’t even sure what leggings are or if they’re appropriate for flying. Old timers are now reminiscing about the days when you dressed up to get on an airplane. Men wore jackets and ties, women wore dresses. Times have changed.

Figuring out a dress code today is like asking the “Magic 8 Ball” a question. When you turn it over, the answer on the little screen is “Answer Hazy, Try Again”. Formal dress codes do still exist and, depending on where you work, are usually not open for interpretation. If the dress code calls for a shirt with a collar, that’s what you wear.

It’s the informal dress codes, suggested dress codes or “figure it out on your own” lack of codes that create the mental havoc.

When the Evite hits the screen, business casual is the most often suggested dress. Does business casual mean a blazer and khaki pants or blue jeans and a T-shirt? Or, at some Silicon Valley events, business casual means cargo shorts and a T-shirt.

Business attire in most worlds means wear a tie for a man and get dressed up for a woman. But no one wears ties anymore. In some places wearing a tie is really weird and makes you look like a Grandpa.

What the heck is cocktail attire? Based on some parties I have attended, cocktail attire means wear something that you can spill your drink on.

Does black tie optional mean I should wear a black tie or not? This designation raises an entire spectrum of follow on questions like: If I wear a tux will I be the only one? Should it be a dinner jacket or a black tux? Does black tie really mean black tie or can I wear a blue tie? If the event is that fancy, do I even want to go?

Women have an even more difficult time figuring out the dress code puzzles.

Everyone defines the dress code differently today, depending on age. But there are still rules and good judgment does apply. My rules are simple: Wear what’s comfortable; wear what’s age appropriate; and, wear something that won’t get you into trouble. And never under estimate the power of a blue blazer.

5 Additions for the Uber Employee Handbook

Posted by amy.

Uber is big in the news lately. I know they would prefer not to be. Uber is one of Silicon Valley’s darlings. The market cap is $70 billion (yes billion) and it has helped define the word “disruptive”. It has created a transportation company without owning a single car. The company has become a metaphor for all start-ups in the world, as in, “ We are the Uber for cosmetics”. Or, “We are the Uber for baby sitters”. We like Uber, I use Uber. The Uber idea is changing the way we think about cars and has huge implications ranging from self-driving cars to urban parking garages. But what the heck is going on there?

There is that video of the CEO ranting at an Uber driver. Then there are multiple allegations of sexual harassment and of a misogynistic workplace. The president of the company just resigned over the “culture” there. And then there is that report that its self-driving cars are malfunctioning and possibly running on stolen technology. Did I mention the reports of a secret program designed to evade government scrutiny? Things do pile up.

All this activity doesn’t help the image of Silicon Valley as the haven for spoiled brilliant children. Uber CEO, Travis Kalanick has apologized and said he needs to “grow up.”  Ah, so that’s the problem. Growing up.

Travis, I am not sure I can help with the growing up thing, you might check with other adults. But I can give elementary advice to all of those at Uber who are wondering what the rules are in the hopes it will help the situation there. Think of it as a Growing Up Primer:

  • Whatever you do, you get caught. And the more of a luminary you are, the more likely it is that you will get caught. Many people learn this rule in high school. Did I mention that wherever you are a video camera or cell phone is capturing your behavior?
  • Just because a leader misbehaves, doesn’t mean you can. Sometimes rules are not enforced the same way for everyone. It may be inequitable but it’s true.  A boorish leader might still fire you for the same offense. Sorry to report this life truth.
  • Some crimes committed by managers are forgiven. Yelling at employees is not one of them, especially when the offense is captured on video. Plus, the offense will be remembered for a long time.
  • Not all PR is good PR. Contrary to the old marketing adage that “all public relations is good public relations”, some of it is really bad and can really hurt corporate or individual reputations.
  • Excuses only go so far. Even a good excuse may not explain egregious offenses. “I need to grow up”, is just another way to say “I am immature” and not typically in the great excuse category.

I suspect none of this advice is in the employee handbook at Uber or that management will read these simple rules. Maybe the next time I take an Uber I will see some of this advice on the dashboard of the car. In the meantime, for its own sake, I hope Uber stays out of the news.