Managing people effectively involves both dedicating sufficient time and energy to that responsibility and committing to developing your own skills. Chart your development as a manager using the following resources.
Where to Begin
Feeling overwhelmed? There are so many options it can be hard to know what learning opportunities to pursue. We've provided some guidance below by creating a sequence of workshops that you can work your way through, in order, as time permits.
As a very first step, sign up and attend a Managers’ Roundtable, a monthly learning and networking event for all managers.
It can be difficult to set aside time for learning. One way to deal with that challenge is to set realistic learning goals for yourself, gain support from your manager for those goals, and then schedule and protect that time to focus on your learning. A good practice is to allocate 4 hours per quarter to focus on developing new knowledge and skills and having new professional experiences.
The resources below are Zoom or in-person workshops offered by HR, unless noted. If you don’t see a workshop that addresses your need or interest, email firstname.lastname@example.org.
For New Managers
Recommended Sequence of Workshops
- New Managers’ Orientation
- Your Role as a Manager
- Understand & Manage Your Emotions (for managers)
- Managing HR Policies and Practices (anytime learning)
- Employment Laws and Policies
- Your Direct Report Relationships
- Performance Development: Manager’s Role
- Managing Diverse Teams
- Managing Problematic Performance
Continue your learning journey by choosing workshops from the lists below that are tied to your needs and learning goals.
For All Managers
Where to start
Managers who can manage themselves (their own emotions, mindset, and tendencies) are well equipped to manage others, day-to-day work, and projects. It is recommended that you begin your MIT learning journey by taking Your Role as a Manager. Then, concentrate on workshops to build the capacity to Manage Yourself before moving to other topics.
Workshops, courses, and web resources
- Aperian's GlobeSmart (external website and tool)
- Contributing to an Inclusive Community
- Creating a Culture of Respect (website)
- Cultivating MIT’s Values in Your Team
- DEIB Primer for Managers and Leaders
- Diversity, Equity, and Inclusion Resources (website)
- LBGTQ+ 101: You Are Welcome Here
- MIT Voices: Bystander Intervention (anytime learning)
- MIT Voices: Personal Accountability (anytime learning)
There is value in learning and developing skills alongside peers. Consider taking these cohort-based, multiple-session learning experiences.
Getting the most from development opportunities
Learning that "sticks" generally requires more than passive participation in a workshop or viewing an online learning. The Center for Creative Leadership suggests aiming for the following mix of learning activities to gain the greatest return in knowledge and skills:
- 70% — Learn by Doing (Experience based: Jobs, projects, assignments)
- 20% — Learn from Others: (Relationship based: Managers, mentors, coaches)
- 10% — Learn by Training: (Education based: Courses, seminars, conferences)
Mix up your modes of learning, and make sure not to rely solely on training for your development. Talk to your manager about opportunities to learn by doing, including stretch assignments and special projects. Look for opportunities to learn from others, including your manager. Ask about their experiences and seek their guidance related to where you want to learn and grow. When you attend a workshop or watch an online learning, focus on putting into practice what you learned—and regularly re-visit what you learned and reflect on your efforts to apply the learning.
Learn how you learn: How You Learn, How You Change
Career Development and More
As you progress in building your skill set as a manger, our comprehensive career development opportunities can help you chart your MIT career.
Learn & Grow
Keep an eye on our Learn & Grow page to see upcoming professional development opportunities.