Rasika Rajagopalan
VP, People and Talent
Pacaso
Building an Internal Management Training Program: Leadership, Empathy, and a Little Bit of Chaos
When Rasika Rajagopalan, VP of People and Talent at Pacaso, decided to build an internal management training program, she didn’t just slap together a few PowerPoints and call it a day. No, this was a journey—a journey in leadership development with plenty of detours, some speed bumps, and, ultimately, a great destination.
Why Build a Training Program?
Creating a management training program isn’t exactly a walk in the park (especially if that park is filled with spreadsheets). The aim was clear: equip leaders with skills that aren’t just about managing tasks but about fostering relationships and aligning with company values. This program wasn’t about cookie-cutter leadership—it was custom-baked with Pacaso’s culture and sprinkled with real-life conversations.
What Did We Learn Along the Way?
Here’s where things got interesting. One of Rasika’s key takeaways? It’s not just about the content you deliver but the conversations you facilitate. Apparently, giving managers a safe space to gripe about their challenges and share war stories is not only cathartic but also effective. Plus, integrating company values into the training helped make it sticky. People remember things better when they’re wrapped in the context of their own work culture—who knew?
Team Effort: A Group Project Done Right
Remember group projects in school? Now imagine one where people actually pull their weight! Rasika’s team brought their A-game, crafting a program that felt like it belonged to the organization rather than something lifted off a Google search. They turned a potential one-and-done training session into an ongoing dialogue—because, let’s face it, no one ever becomes a better leader after just one workshop.
The Big Payoff: Impact and Empathy
The results spoke for themselves. Managers weren’t just learning to lead; they were building a community. The program helped them really understand the challenges faced by other teams, fostering a sense of empathy and collaboration. Think of it as the leadership equivalent of group therapy—only with fewer tissues and more PowerPoint.
Advice for Fellow People Leaders
Rasika’s advice for those looking to create a similar program? Don’t just throw a bunch of content at your managers and call it a day. Focus on adoption—make sure the lessons stick and align with your company’s values. Oh, and make room for some fun. Ice breakers, virtual coffees, and “role-playing” (no, not the medieval kind) can take your program from snooze-fest to success.
In short, building an internal training program is part strategy, part empathy, and part art. Done right, it can transform not only your managers but also your entire organization. Just remember to keep the conversations going—because leadership isn’t a destination, it’s a journey.