Personality traits common to connected Training Managers

Do all Training Managers have this profile, or are they particularly attractive because of their digital orientation and open-minded nature? In any case, dear managers, you have more and more real professionals at your side to help your teams progress..

And ladies and gentlemen of the Training Managers, it seems that although your role has changed a great deal in recent times, it has not made you look out of place; on the contrary, it has enabled you to develop your soft skills to the full.

Did you say today’s Training Manager?

We’d like to point out that the profile of the Training Manager we’re going to describe is the one who uses Assess Manager solutions. To produce this panel, we have used the results of Training Managers who are customers of our solutions, with our own tools: panel analysis by business. You can find it in the PERSONALITY section when you have an Assess Manager company account. Panels are free to create, and the data is updated daily, with new tests added to the database.


The panel brings out only the tightest personality traits common to the group studied. The panel is made up of 70 Training Managers, and the individual personality report is used to produce the panel.

A number of decrees have followed in quick succession and have really changed the landscape of vocational training over the last 3 years: in terms of approach, but also in terms of the profile of the people who run the projects. The function seems to be reducing the importance of the administrative field in order to reinforce a real business approach, very much focused on “added value”.

We looked at how the job of Training Manager has evolved in recent years, in terms of people skills. Following this analysis, a number of salient personality traits emerge, allowing us to see more clearly in terms of dominant soft skills:

The Training Manager on our panel is more of a leader, and willingly takes the initiative if he or she deems it appropriate. They will have a certain openness to change, with a few associated qualities: a taste for challenge, rather active, and a good dose ofoptimism to bring their projects to a successful conclusion. They also enjoy working as part of a team.

Given the rapid (even very rapid) pace of change in their sector of expertise, team challenge remains a key feature of our panel. This explains why….


They are rich in new ideas (creativity, abstraction) in the service of results. In fact, their sense of results is quite pronounced, with a long-term vision. It’s easy to make the connection with GPEC projects, but also with new forms of teaching.

In terms of communication, even though he has a pronounced sense of results, our Training Manager is rather extrovert and empathetic (inevitably, you might say…), with a fairly consensual approach. What’s more, he’s not too good at saying no… His job is a support function, so that has certain advantages..

Other indicators could be taken into account, and largely underline the changing profiles of today’s Training Managers. In fact, when we asked them, 58% of them told us that their job has changed a great deal in recent years.


If you are a Training Manager: do you recognise yourself in these personality traits?


And as a Training Manager: do you need to publish a panel of a group of individuals in your company? The best salespeople? The managers who get the best results in their departments? etc.

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