Fondirigenti, open, green and smart management training is needed to restart

“The management training survey we presented at Connext today shows us that the restart has already started and that to consolidate it needs managers capable of facing the challenges of the great transformations taking place“. Like this Carlo Poledrini, president of Fondirigenti comments on the main results of the notice 1/2021, published by Fondirigenti, the largest inter-professional fund for the training of managers, promoted by Confindustria and Federmanager, with 14 thousand member companies and 80 thousand managers.

“The plans put pen to paper the path taken by companies and the skills that managers must possess – continues Poledrini – “soft” skills on the one hand, and technical skills on the other, able to oversee various areas of innovation, from digital to sustainability up to effective and innovative management of agile work “.

With notice 1, 6.9 million euros were allocated, with 581 approved training plans presented by member companies, which will train over 1,200 managers for a total of over 70,000 hours of training. “In this delicate post-pandemic recovery phase, the response from businesses has been more than satisfactory – notes the general manager of Fondirigenti, Massimo Sabatini– both in quantitative and qualitative terms, even if not homogeneous on a territorial level: good in the Center-North, but still limited in the South, where the productive fabric is less managerialized and the structure of the training system is weaker “.

As for the company size, it was the large companies that confirmed themselves in the lead for loan requests, but the performance of medium-sized companies was also significant: the participation of small businesses, on the other hand, is still reduced, confirming themselves as the weak link from a managerial point of view. Most of the plans focus on the challenge of digitalisation and on that of agile work, but the share of training investments in sustainability is also significant, especially in large companies.

The delay in digitization is also confirmed by the methods chosen for the acquisition of skills: distance learning (Fad) continues to be a residual option, despite the vicissitudes and lessons learned during the pandemic phase. However, the FAD is more successful among small companies, whose executives are required to possess characteristics of greater flexibility.

“In conclusion, with this study – Poledrini observes – we not only wanted to show that the high training of competent and prepared managers is convenient for companies, and that they have understood it well, but also that training is the real high way to overcome the challenges of the great transitions in progress: knowing how to read the “real” data of the training plans that companies are implementing, and also of what is still missing for a full exploitation of this opportunity, constitutes a real work program for those who want to focus on training as a real enabling factor for modernization of the country “.