How to Design Effective New Manager Development Programs

How to Design Effective New Manager Development Programs
While managers directly impact employee performance, engagement, retention, and employee relations, we know from people manager assessment center data that many companies struggle to design effective new manager development programs that equip new managers with the skills necessary to lead, manage, and coach their teams.

A well-designed new manager training program can bridge this gap, ensuring that emerging leaders are prepared to navigate challenges, inspire teams, and drive results. The ability to design effective new manager development programs relies on a strategic, practical, and outcome-driven approach — not a training event approach.

5 Steps to Design Effective New Manager Development Programs

1. Take a Business Approach to Training
   The first step in developing a meaningful and impactful management development program is to create high levels of relevance to (1) your target audience, (2) their bosses, and (3) the overall business. That means investing time to ensure that everything you do is fully aligned with your organization’s strategic priorities and workplace culture.

   Your training strategy and instructional design must ensure that the training is as (or more) important as everyone’s “day job.”

2. Focus on Core Leadership Competencies
   While we use leadership simulation assessments and people manager assessment centers to identify key skill gaps, each organization has its own set of implicit and explicit leadership and operating principles. Leadership development should focus on the competencies and scenarios that matter most to your unique organizational challenges.  Typical areas include:

   — Communication and Emotional Intelligence: The ability to define a clear direction, provide constructive feedback, and manage difficult conversations.

   — Decision-Making and Problem-Solving: The ability to frame situations, make informed decisions, and navigate ambiguity with multiple stakeholders.

   — Coaching and Career Development: The ability to inspire, mentor, and develop their teams.

   — Accountability and Performance Management: The ability to set expectations, measure success, and address underperformance.

3. Blend Learning Methods for Maximum Impact
   We know from training measurement research that a generic or one-size-fits-all approach rarely changes on-the-job performance or behavior. Instead, use customized training programs with a mix of learning methodologies:

   — Experiential Learning: Use action learning leadership development approaches that utilize hands-on experiences with real-world projects, role-playing, and business simulations to help reinforce concepts.

   — Coaching and Mentorship: Pair new managers with experienced leaders who can provide timely and targeted guidance and feedback.

   — Microlearning and Digital Resources: Offer short, focused learning modules that managers can access on-demand to reinforce key concepts.

   — Group Learning and Peer Networking: Create forums and cohorts where new managers can share challenges, exchange ideas, hold each other accountable, and learn from one another.

4. Implement a Structured New Manager Onboarding Process
   Rather than having new managers signup for training, make new supervisor training a key component of your success planning process. To get lasting results, structure learning over time. For example:

   — First 30 Days: Focus on self-awareness, ownership mindset, leading self, personal leadership brand, and company expectations.

   — First 90 Days: Dive deeper into building high performing teams while leading, managing, and coaching others.

   — Ongoing: Provide continuous learning opportunities, refresher courses, and advanced leadership training.

5. Measure Success and Adapt
   Effective learning requires consistent and timely practice, feedback, reflection, coaching, and measurable outcomes. Track learning effectiveness by:

   — Gathering Level-1 through Level-2 participant feedback through surveys and focus groups.

   — Assessing behavioral changes using 360-degree feedback.

   — Measuring skill adoption and impact tied to original key business outcomes.

The Bottom Line
We know from project postmortem data that effective new manager development programs are a one-time training event — they are designed as a change initiative to ensure new people managers have the confidence and competence to lead, manage, and coach their teams to higher performance. Are you investing enough in your new managers to help your teams to perform at their peak?

To learn more about how to design effective new manager development programs, download 6 Management Best Practices that Make the Difference Between Effective and Extraordinary