In other explanations, an 1862 respondent indicated that “There is a lot of time spent on coaching and evaluation. To the point that we as employees feel micro- managed.” They go on to say they suspect this is to prevent legal disputes. Need for leadership training related to supervisory skills came out in two 1862 responses. One expressed need for training in ethical leadership. Another explained their response as “knowing how to lead . . . we have people who listen, we have people who understand, we have no one who will lead . . . i.e., listen, understand, and then set a direction and move the team forward.” Other areas of training needed identified by both 1862 and 1890 respondents include avoiding implicit bias, communication, conflict resolution, creating welcoming teams, emotional intelligence, perspective taking, and trust building. One respondent summarized need for understanding “what it means to have a healthy organizational culture and how to build it.”
Related responses to the overarching question related to training needs attributed to this category beyond reiterating need for leadership and trust include:
“What does leadership in chaos look like?”
“Management need more training – they are not humans”
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