“The customized New Manager Training programs have helped us to improve performance and increase engagement by helping managers to communicate, manage, and lead more effectively with their peers and teammates.
The people manager skills and follow-up have positively impacted managers and their teams. Thanks again LSA!”
Noelle VanVlierbergen | HR Director | Sony
“LSA Global helped us to fundamentally rethink our approach to manager development and skill building. They consistently grounded and connected our thinking back to the business priorities and our unique culture.
The results were innovative, thought provoking, and exciting – exactly what we needed. I can’t thank them enough.”
Amanda Garrett | Director, Talent Development | Gilead Sciences
“Since the new manager training, I have been much more focused on identifying and discussing how our actions in Engineering create value.
The value proposition for me and those groups we work with is better teamwork, higher performance, and renewed motivation.”
Stewart Thoeni | Engineering Director | International Game Technology
New Manager Training
The knowledge, skills, and abilities to lead, manage, and coach people is not intuitive and, for all but a few, does not come naturally. And unfortunately, most new managers are not ready to lead, manage, or coach their teams. In fact, according to a recent management study by the Corporate Executive Board:
- Only 25% of employees say that their companies are good at helping individuals transition into their first managerial roles
- A whopping 60% of new people managers under perform in their first year
- 85% of new people managers receive no formal training prior to becoming a new manager
That makes it pretty tough on everyone else. We know that poor management transitions create poor new managers.
Often combined with our people manager assessment center, this customized and highly interactive new supervisor and new manager training program provides a powerful first step toward building management skills and leadership capabilities that will enable managers to improve performance, decrease attrition, increase employee engagement, and minimize employee relation issues.
New supervisors and new managers will learn and practice proven people manager principles, approaches, and tools that concentrate on the fundamental disciplines of managing others within their unique organizational culture:
- Understanding a manager’s role in your organization
- Communicating as a manager
- Implementing performance management and feedback
- Motivating and incentivizing higher performance
- Prioritizing, decision-making, and delegating
These five areas of the highly customized new supervisor and new manager training program provide participants with a fundamental grounding in what it means to be a new leader. As managers grow and the nature of their responsibilities and challenges change, mastery in these five management disciplines creates the confidence and competence required to succeed.
Objectives
This experiential new supervisor and new manager training workshop has six key objectives:
- Demonstrate proficiency with foundational management principles and skills that matter most at your company.
- Understand and use critical communication skills that enable managers to have productive, mutually beneficial performance management conversations and effectively navigate difficult employee situations.
- Establish performance measures and set goals with employees that support individual development, career aspirations and organizational objectives.
- Set priorities that are aligned with key stakeholders.
- Make decisions by design with your team.
- Delegate to maximize team performance and organizational resources.
- Create effective teams by applying proven management disciplines.
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
New Manager Training Course Outline
I. Your Role and Responsibility as a New Manager
- Understand “best or preferred” practices used by effective managers
- Identify distinctions between the roles of an Individual Contributor and a Manager
- Understand your role and responsibilities as a manager at your organization
II. Communicating as a New Manager
- Gain an understanding of communication styles
- Learn to match the right communication style with your objectives
- Know the communication barriers that can cause challenges and misunderstandings
- Learn communication distinctions: directing vs. informing and open-ended vs. close-ended questions
III. Performance Planning
- Establish measures and identify targets that will enable your team to be forward-focused in reaching their goals
- Know how to effectively communicate goals
- Learn how to create SMART goals and provide objective and actionable feedback
- Practice having coaching conversations
- Learn to deliver both positive and constructive feedback that will resonate and spark improved performance
- Learn the tools to manage difficult conversations and handle conflict
IV. Motivation and Incentive Systems
- Understand employee motivation and how it affects employee performance, engagement, and retention
- Learn how to correlate each individual’s core needs to the work at hand to drive success
V. Prioritizing, Decision Making, and Delegating
- Discover tips and techniques to manage your time more effectively to drive productivity and efficiency
- Learn to identify what is important vs. what is urgent
- Understand the top challenges with priority setting
- Be able to make better and faster decisions
- Learn the basic rule to decide if you should do it yourself or delegate
- Practice delegating, measuring the results, and providing feedback
- Understand the challenges with delegation
Delivery Methodology
Real-life, relevant management scenarios from your organization are used with a combination of the following steps in a way that makes sense for your unique situation:
- Assessment
Management effectiveness assessments, people manager assessment centers, interviews, focus groups, review of employee engagement data, and pre-work.
- Design & Delivery
Design and delivery depends upon your desired outcomes. Typically, our customized new manager programs range from half-day targeted workshops to six month action learning sessions focused on your unique key management challenges, practices, and scenarios.
- Reinforcement
Reinforcement has a measurable impact on the transfer of learning for new managers. Typical support mechanisms include:
- Senior leadership performance coaching and reinforcement sessions
- Action learning assignments, monitoring, and review
- Post-workshop one-on-one coaching, group coaching, and learning reinforcement sessions
- Weekly online new manager microlearning, learning nudges, job aids, tools, and tips
- Follow-up manager effectiveness assessment correlated to employee performance, employee engagement, employee retention, or employee relation issues
Target Audience
Any new manager, new supervisor, and high-potential management candidate who is moving from being an individual contributor to a new people manager who must get results through others.
To speak with an LSA Expert to learn about the new supervisor and new manager training program customization and delivery options, please contact us.
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