10 Best Ways to Help New Managers Perform

Has it mostly happened in your company that the top performer of the team that was appointed as a Manager often either struggled or failed to lead a team? Sure, they may be top performers but it doesn’t mean that they have it in them to successfully take responsibility and manage a team.  In fact, 26% of managers said they weren’t ready to become a leader when they started managing others and another study found that 60% of new managers struggle or fail in their first two years. In reality, there are a bunch of managers who aren’t ready to lead and even worse, didn’t get the leadership training they needed to help their team succeed.

Why is New Managers Training Important?

Becoming a first-time or a new manager is quite challenging and requires them to develop a new set of skills. As a New Manager, they need to make a leap from being an individual contributor to manager, from being a peer to superior, or from being a project manager to a people leader and this is a big transition for anyone — no matter how intelligent or driven they are, Perhaps they struggle with delegating or communicating effectively with team members or aren’t able to think like a leader, or are having trouble serving as a boss to their former peers. Not being able to tackle these challenges ultimately leads to poor management, underperformance, disengagement, and high turnover. Fortunately, a well-designed training program for first-time or new managers can help them in this transition from being an individual contributor to people manager and also equip them to face the challenges that lie ahead.

 LSF Global Training curriculum for New Managers focuses on training them to be PEOPLE MANAGER while staying competitive in an increasingly complex and changing market.

LSF Global offers talent development solutions, employee engagement solutions, and eLearning courses and coaching for today’s enterprises, executives & entrepreneurs across the Asia Pacific.

Managers Training

10 Best Skills Training That Can be Included in New Managers Training

1. Leadership Skills

No one is a born leader; leaders are made. To become a leader one must shift from a mindset of “me” to “we”. This transition is a very challenging one and is a learning journey one has to take on from the time of becoming a manager to retirement. A company should build a training program that works with their competencies and skills that help scale and sustain leadership development and become role models.

2. Team Building

Learning how to manage people is at the heart of what makes one a good manager. One of the best ways of team building is through building trust. Managers need to be taught how to build trust by fostering a rapport and emotional connection with the team through appropriate team-building activities and social questions. Following up on what is said and doing it is also a way of building trust.

3. Understanding and Establishing Goals

It’s important that a new manager has a clear understanding of company goals and establish their department’s goals to align with business objectives. Hence, in-depth training about the implications of every strategic goal is important. Training helps new managers provide the insight needed to create specific, measurable, attainable, and relevant goals that impact the company’s bottom line.

4. Coaching Skills

While new managers may have received coaching in their prior role, it takes a whole new set of knowledge and skills to successfully coach others. Managers with great coaching skills can help improve employee performance, increase engagement, and boost job satisfaction—all of which are essential to building a great team. This skill also helps a new manager determine the training and coaching requirements of the team and recognize performance issues.

5. Giving and Receiving Feedback

Everyone makes mistakes and a good manager should provide constructive feedback so that team members can learn from their mistakes. New managers must know the art of giving and receiving feedback and in a way that builds employee morale up. New manager training courses give new managers tips and tricks to provide effective, specific, and honest feedback that encourages growth and development.

6. Power of Delegation

The sooner a New manager realizes they can’t do everything, the better it is for the team. New managers need training that equips them with the skills to share expectations and delegate tasks to ensure the team is productive. Teams work best and achieve the most when they know exactly what is expected of them.

7. Leading a Culturally Diverse Team

A valuable asset for a new manager is understanding and appreciating cultural diversity within the workplace. Many organizations will have a multicultural workforce from a variety of backgrounds, bringing with them different approaches. Understanding how to work through challenges and ultimately benefit from different opinions is crucial for any manager.

8. Modern Empowerment at The Workplace

The modern workplace is changing all the time. Remote working, flexible hours, and a focus on work-life balance are just a few examples of modern workplace empowerment in action. As a new manager, building knowledge of changes in workplaces can bring about greater engagement with team members and increased productivity.

9. Conflict Resolution

With workplaces getting more diverse, ideas and opinions within teams also get diverse and often conflicting. While conflicts can be challenging if properly managed can actually strengthen the company. It becomes essential for new managers to be trained in conflict management so as to understand and manage differences and conflicts.

10. HR Fundamentals

As managers are often involved in hiring and firing employees, it would be good to give them training on interviewing skills and also give an overview of the company HR policies and systems.

A Great New Managers Training Should Include 3 Things

  1.   Personality assessments and indexes to identify employee strengths and traits to design a more personalized training program.
  2.   Focus on building soft skills and relationships over the long haul versus teaching static technical skills.
  3.   Continuous learning through a more effective learning cycle rather than one boot-camp style training.

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