New Supervisor and New Manager Training

Fundamentals of New Supervisor and New Manager Training: The Five Disciplines of Managing Others

"A key to performance improvement is strongly linked to cultivating the proper type of motivation. Since the training, I have been much more focused on identifying and discussing how our actions in Engineering create value to IGT’s success. So far, the feedback has been positive. The group appears to be more accountable for their actions, and victim loop reactions are less frequent. The value proposition for me and those groups we work with is better teamwork, higher spirits, and a better outlook for things to come in the future (renewed enthusiasm)." Stewart Thoeni Mechanical, HW Engineering Director International Game Technology

Description:
The knowledge, skills and abilities to manage others is not intuitive and, for all but a few, does not come naturally. This two-day, highly interactive new supervisor and new manager training program provides a powerful first step toward building capabilities that will enable managers to improve performance, productivity and employee satisfaction within their team or organization.

New supervisors and new managers will learn and put into use, principles, approaches, and tools that concentrate on the five disciplines of managing others and managing teams:

1. A manager’s role

2. Communicating as a manager

3. Performance planning

4. Motivating and incentives

5. Prioritizing and delegating

These five areas of the new supervisor and new manager training program provide participants with a fundamental grounding in what it means to be a leader. As leaders grow and the nature of their responsibilities and challenges change mastery in these five disciplines will remain central to their success.

Objectives:
This interactive new supervisor and new manager training workshop has 7 key objectives:

1. Have participants demonstrate basic management principles and practice management skills useful for frontline managers and supervisors.
2. Understand and use critical communication skills that enable managers to have productive, mutually benefiting performance management conversations and navigate difficult employee conversations.
3. Interpret and “read between the lines” when interacting with others to respond more effectively to unexpressed issues.
4. Establish performance measures and set goals with employees that support individual development and organizational objectives.
5. Set priorities that are aligned with key stakeholders.
6. Delegate to maximize organizational resources.
7. Understand how to apply management disciplines to create effective teams.

Benefits:
Organizations that roll-out, implement and reinforce new supervisor and new manager training programs consistently benefit from:

• Increased performance and organizational productivity.
• More effective execution of strategic initiatives.
• Greater level of workforce engagement and retention of top performers.
• Increased bench strength in the manager pipeline.

Course Outline:

I.  Your role and responsibility - Basic Concepts

• Definition of management roles, duties and competencies.
• Leadership vs. management.
• Expectations of a manager.

II.  Communicating as a Manager

• What is communication?
• Perception and assumptions: what do they cause to happen?
• We are all good listeners—what are the inhibitors?
• Asking questions: open- and close-ended questions.
• The effects of status.
• Saying yes, and…
• The effects of body language, posture, and tone of voice.

III.  Performance Planning

• Definitions.
• Myths and realities.
• Knowing what you really want.
• Setting goals.
• Defining expectations.
• Establishing measures.

IV.  How to Use Motivation and Incentive Systems

• What is employee motivation and how does it affect employee satisfaction?
• When to use them—and when not to?
• Select appropriate type.
• Incorporate latest trends in incentive systems design.

V.  Prioritizing and Delegating

• Identifying what is important vs. what is urgent.
• Challenges with priority setting.
• Using time management tools.
• Saying no versus yes (this is different than when communicating with employees).
• Deciding to delegate.
• Steps to delegation.
• Challenges with delegation.

Target Audience:
Frontline managers and supervisors.
 

To speak with an LSA Expert to learn about the new supervisor and new manager program customization and delivery options onsite at your company, please contact us.

See Also: New Manager Training Best Practices Community