As the new year approaches, people are starting to consider what they want to achieve in the year ahead and how to go about reaching their goals. If you’ve been thinking about developing your leadership and management skills, you may be wondering where to start. Here at DLC Training, we’ve reviewed research from LinkedIn, the World Economic Forum, and Harvard Business Review to identify the top 5 management skills today’s leaders need to excel.

These 5 management skills offer leaders the greatest return on their efforts, equipping them to navigate market shifts, technological advancements, and other major changes — no matter the industry. Below, we’ve listed the 5 management skills and explained why they’re so important. We’ve also shared practical ways you can start improving right away.

1) Communication

Employers consistently rank communication as the single most important management skill, ahead of technical ability. This is because everything a manager does revolves around effective communication, from giving feedback and delegating tasks to implementing new processes, resolving issues, and keeping teams aligned and motivated.

Imagine a manager rolling out a new workflow system but explaining it in a quick, rushed email. Half the team misunderstands what’s changing, a few people keep using the old process, and suddenly deadlines are slipping and everyone’s frustrated. When the manager finally gathers the team to talk it through properly—breaking down what’s new, why it matters, and how it affects each person—everything clicks. The confusion disappears, the team feels included rather than blindsided, and the transition goes smoothly.

It’s a simple example, but it shows the point: even great ideas fall flat without clear, thoughtful communication. Effective communication isn’t just about passing on information—it’s about making sure people feel prepared, supported, and on the same page.

How to build it this January:

  • Be transparent and proactive – Keep your team informed early about changes, expectations, and decisions.
  • Encourage two-way feedback – Listen to your team’s concerns and ideas, and show that their input matters.
  • Adapt your style – Match your communication to different team members’ needs, whether they prefer detail, big-picture context, or visual explanations.

2) Emotional intelligence

Emotional intelligence (EI) helps managers persuade, coach, and maintain team morale during change. For example, during a restructure, a manager with high EI can recognise rising anxieties within the team and communicate transparently to prevent unnecessary turnover.

Decades of research show that EI is a stronger predictor of leadership effectiveness than technical capability.  Psychologist Daniel Goleman summarised this well: “The most effective leaders are all alike in one crucial way: They all have a high degree of what has come to be known as emotional intelligence. It’s not that IQ and technical skills are irrelevant. They do matter, but…they are the entry-level requirements for executive positions.”

While IQ and technical skills remain important, it’s EI that enables leaders to excel, adapt, and truly thrive.

How to build it this January:

  • Practice self-awareness – Notice your own emotions and how they influence your decisions and interactions.
  • Listen and empathise – Pay attention to your team’s feelings and perspectives, and respond with understanding.
  • Manage reactions – Stay calm under pressure, think before responding, and model emotional control for your team.

3) Strategic thinking

Strategic thinking matters because it helps managers move from constantly firefighting to actually shaping what happens next. Instead of just reacting to problems, they can see the bigger picture, spot opportunities early, and make decisions that keep the team—and the business—moving in the right direction.

For example, if customer complaints about delivery delays start creeping up, a strategic manager won’t just react to each one — they’ll dig into the data, talk to the team, and uncover the real cause, like a bottleneck at peak hours. By adjusting staffing, streamlining processes, or introducing simple automation, they create long-term improvements that reduce pressure on the team and boost customer satisfaction.

In the end, strategic thinking gives managers the clarity and confidence to guide their teams through whatever comes their way. It turns everyday decisions into intentional steps toward long-term success, making leadership far more proactive—and far less chaotic.

How to build it this January:

  • Look at the bigger picture – Step back from daily tasks to understand how decisions impact the team and organisation long-term.
  • Anticipate challenges – Consider potential risks and opportunities before they arise, and plan accordingly.
  • Connect the dots – Link data, trends, and insights across projects to make informed, forward-thinking decisions.

4) Adaptability & agility 

With AI, markets, and ways of working evolving so quickly, employers are increasingly looking for flexibility and learning agility. Managers who can adapt on the fly, pick up new tools, and guide their teams through constant change aren’t just “nice to have” anymore—they’re essential for keeping projects moving, people confident, and the business competitive.

Think about a manager whose team suddenly gets access to a new AI tool that can automate half the admin work they’ve been drowning in. Some people are excited, others are worried it’ll change their jobs, and the whole workflow is about to shift whether they like it or not. A rigid manager might panic or insist on sticking to the old way of doing things, which only slows everyone down. But an adaptable, agile manager takes a different approach: they test the tool, learn enough to guide the team, and work with everyone to reshape tasks so the AI handles the repetitive stuff while the team focuses on higher-value work.

Because they stay flexible and open-minded, the change becomes an opportunity instead of a disruption. That’s the power of adaptability and agility—especially when technology moves faster than anyone can predict.

How to build it this January:

  • Embrace change – See new tools, processes, or challenges as opportunities to learn, not threats.
  • Stay curious and flexible – Be willing to adjust plans and try different approaches when things don’t go as expected.
  • Encourage team resilience – Support your team through change, model flexibility, and help them navigate uncertainty confidently.

5) Decision-making & problem-solving

Managers are often expected to make decisions before they have the full picture—and to do it quickly. That can feel stressful, but the best managers combine solid judgment with a structured approach to problem-solving. By weighing the evidence, thinking through possible outcomes, and making confident choices, they reduce the risks that come with uncertainty and keep the team moving forward without getting stuck. It’s about making smart calls, even when you don’t have all the answers—and learning to adapt as new information comes in.

For example, imagine a manager whose supplier suddenly goes out of business, leaving a crucial product component unavailable. Instead of panicking, they quickly gather the facts, evaluate alternative suppliers, and consult with the team on temporary workarounds. Within a day, they’ve put a new plan in place, minimising disruption and keeping the project on track. That’s how strong decision-making and problem-solving turn unexpected challenges into manageable situations.

How to build it this January:

  • Gather evidence quickly – Collect key information before acting, but avoid getting stuck trying to know everything.
  • Break problems into steps – Analyse challenges in manageable parts to identify solutions more clearly.
  • Learn from outcomes – Review decisions afterward to understand what worked, what didn’t, and how to improve next time.

The good news is that all 5 management skills can be developed through learning and practice. If you’re looking to study these areas in depth, you can tailor a course from the Institute of Leadership and Management (ILM) or the Chartered Management Institute (CMI) to develop your knowledge in these areas. Contact our Course Advisory team today to learn more about the units you can study and the levels available.