Recently, I was writing to some people in my network sharing about our Certified People Manager (CPM) program. It comes with an assessment and if one clears the online assessment, it results in a formal certification as CPM. Of course, if one does not clear in the first go, they can go through our digital learning modules and then take a retest.
When I shared briefly these details, I received some encouraging response with appreciation to the concept of CPM. However, one of the many responses made me think. It said, “Sorry, I am not from HR. You need to reach the HR department”. She possibly meant it in one way, but my mind took the thought to a different level.
What if a business manager thinks that people management is HR’s job? This thought is more prevalant in businesses such as research, healthcare, academics and so on. Reason perhaps is that the business managers are deeply involved in their domain aspects and may not have enough time to focus on people issues. Or it could be due to lack of aptitude to deal with people issues.
But is it possible to keep business managers out of people management? The pragmatic answer is a clear NO. As one grows in leadership responsibility, after a certain stage, it is not sufficient to be good in domain; people management becomes an essential component of the leadership responsibility.
It is possible that some of the business managers have the natural skill of managing people, while some others need some help and some learning. The CPM assessment is essentially meant to help a manager to ascertain his/her people management skills. It is not optional, nor it is for HR alone to deal with people aspects. Success as a leader is highly dependent on how one manages the teams and people. So, people management is a sure necessity for successful careers of business/technical managers. We see this trend fast growing in the times to come!
Interested for the Assessment? Click here to register and our CPM expert will contact you ASAP!
