NEW MANAGER TRAINING AND DEVELOPMENT
New Manager and Supervisor Training Research & Published Insights
It is likely you are all too familiar with the workplace adage: “Employees don’t leave their job or company, they leave their manager.” The reality is that bad managers do exist and are more prevalent than most people thought.
Read Are 2 in 5 New Managers at Your Company Bad Bosses? Why should you care? to find out:
- The impact of a bad boss
- What you should do about it
Download New Manager White Paper
Are 2 in 5 managers at your company really bad bosses? What is the impact? Why should you care?
New Supervisor and New Manager Featured Workshops
New Manager 101 – the Fundamentals
Fundamentals of New Supervisor and New Manager Training: The Five Disciplines of Effectively Managing Others
This two-day, interactive new manager workshop provides a first step toward building the core management skills and competencies that will enable managers to improve performance, productivity and team satisfaction.
New Supervisor and New Manager Training
Being successful as a new manager is difficult. The rules and expectations change dramatically and most companies do not provide the necessary tools or support to get the job done.
To achieve your goals, you need to be clear about what becoming a new manager involves, develop the core skills needed to excel, and set and manage expectations of your boss and your team.
and this all must be done within your unique culture with a team that you probably did not create yourself.
This proven management program for new managers uses case studies and experiential learning to help new managers start off on the right foot or to recalibrate their approach.
Led by experienced facilitators, it helps new managers:
Identify and clarify their objectives, roles and responsibilities
Assess the strengths and weaknesses of their team
Develop a 90-day and 12-month roadmap for success.
In order to build internal bench strength and have skilled employees who can be moved into the right roles at the right time, employees must take ownership for their own career development.
The LSA Career Development Suite™ is built to facilitate workforce readiness, develop employees who are engaged in the business, and improve employee tenure. The career development programs are designed to provide employees, their managers, and internal career coaches with a clear roadmap of how to develop a career.
This proven career development workshop provides new managers with a clear framework of their roles and responsibilities in developing the careers of their direct reports. It includes a new manager career development toolkit to support employee assessments and career path planning.
Yet, time and time again the majority of senior managers interviewed site new supervisors as having the most significant skill gaps in all three areas.
If overlooked, critical management skill gaps translate into a decreased productivity and increased attrition. Newly minted managers can achieve their primary role and contribute when they:
Would you like to know how your new managers and supervisors stack up to Management Best Practices that drive productivity, engagement, retention, and profitability? If the answer is Yes, then you are about
to make a wise investment. In return for about 10 minutes of your time, you will receive a complimentary Management Analysis.
Benchmark Your Management Practices
10 Important tools for new managers to succeed. The LSA New Manager Toolkit provides new and developing managers with key published insights and tools from industry experts about how to manage for results including:
- How to effectively influence others
- Top retention strategies
New Manager Toolkit
8 important engagement tools to motivate and retain your most talented employees.
The LSA Employee Engagement and Retention Toolkit provides leaders with key published insights and tools from industry experts about how to engage and retain top talent including how to lead for employee engagement and much more.
Free Tools to Engage Employees
Performance Management:Unconventional Strategies to Solve an Age-Old Problem
This whitepaper will help you scale and manage growth, improve performance, decrease turnover, improve employee satisfaction and take your management to the next level.
Performance Management for New Managers
New Supervisor & New Manager Training Blogs
Recommended New Manager Training Communities
“We turned to LSA Global to help us custom design and deliver a leadership and management training curriculum to help us drive performance.
They have done an excellent job diagnosing the business situation, custom designing a solution to fit our culture, and delivering a 1st class solution with evaluation metrics, follow-up programs, and the support systems to make a real difference.”Sally Buchanon
LEADERSHIP DEVELOPMENT EXCELLENCE AWARD
LSA Global, the premier one-stop global training outsourcing and consulting firm that focuses on achieving measurable business results announced that their client, Redwood Trust (NYSE: RWT), was selected by Bersin & Associates as the Learning Leader in the Leadership Development Excellence category.
The prestigious award recognizes organizations which have developed and implemented best practice approaches to employee learning and talent management resulting in significant business improvement.
The Bottom Line
For a new manager to successfully take the helm, they must quickly transition from managing themselves as an individual contributor to managing others.
While most people are initially thrilled to be rewarded with a new management position, many never excel or continue to move up the ranks because they are more suited to “doing” than “managing.” Many unsuccessful new managers try the same tactics that led to victory as an individual contributor. But no manager can successfully do everyone’s job. Instead of over-reaching or micromanaging, effective managers use organizational leadership skills to plan, coordinate, communicate, motivate and delegate to get sustainable results with and through others.
Mastering the art and science of business management requires an additional set of skills to stimulate and engage others to achieve great things. To make the leap from self-sufficiency to being dependent upon the success of others requires a significant change in attitude, working style and skill set. Instead of outworking others, new managers must more consistently provide direction, share information, coordinate activities and tune into the needs and aspirations of their team.
Effective new manager training helps first-time managers to navigate this difficult transition by making sure that new managers know what is required of them in the areas of goal setting, decision making, problem solving, delegation, performance management, change management and communication.
The bottom-line is that success as an individual contributor does not guarantee success as a new manager. Technical skills alone are not enough to attract, motivate, engage, develop and retain top talent while meeting greater, wider and more complex performance demands.
To gauge your success on any management training program, always strive to measure and move at least one of the following key metrics:
- Leadership execution effectiveness of key corporate strategies.
- Employee attraction, development, performance, engagement and retention.
- Project cost, quality, and time.
An LSA Global, Inc. Community Site
New Manager and New Supervisor Training and Development best practices community is a collection of published insights describing new manager and new supervisor training and development tools, techniques, articles, assessments, research, and thought leadership. These free resources are designed by management experts to provide our clients with an unmatched access to a portfolio of management best practices.
Learn how to successfully transition from an individual contributor to a new manager.