4 Major Challenges New Managers Must Overcome to Succeed

a single pawn faces an army on the chess board illustrating the challenges of new manager training

New manager training programs exist by the hundreds. They teach all kinds of leadership skills necessary for new managers (or experienced managers for that matter) to succeed. The challenges of the transition from individual contributor to leading a team are significant. But still…does it have to be so difficult?

At first it can feel as though you are one against many. But turn yourself around. Don’t be the pawn facing an army of opponents; see yourself instead as the new leader of the team. To marshal the forces so they work with, and not against, you, there are 4 major challenges you must address as a new manager:

  1. Incomplete, inconsistent or unclear communication
    You cannot expect your employees to deliver against your expectations if you do not communicate them clearly, consistently and completely. When employees don’t understand what you want of them, their performance and level of engagement suffers.They are likely to focus on the wrong tasks and delay the project, or repeat a task another teammate has already completed, or head off in the wrong direction. Be crystal clear in how you describe work standards and job roles. This is the way to minimize conflict, avoid worker dissatisfaction and complete projects on time.
  2. Faulty decision making
    The best managers are effective decision makers. They operate not by gut-feel but by facts, and are able to analyze the pros and cons objectively with the desired outcomes and relationships in mind. High performing managers also understand that a delayed decision can be a greater mistake than a faulty one. Inaction is a trap many new managers fall into. They are so concerned with making the wrong move that they make none at all. Gather the best intel you can and then choose a path that you believe in and that makes sense given the strategic and cultural context of the day. Adjustments can (and should) be made along the way.
  3. Fuzzy priorities
    Each employee should know not only their own personal goals, roles and success metrics but also those for the company, their team and their boss. New manager training programs do not often emphasize this enough. Yes, you need to specify tasks clearly. But what matters most is that workers understand how their tasks align with the overall strategy of the organization. It allows them (and you) to get aligned and raise performance.
  4. Ineffective performance management
    New managers are, above all else, rated on the performance of their team. When the team performs, the manager’s halo shines. It is the manager’s job to meet with each team member to define both performance success and failure in a way that is clear, agreed-upon, meaningful, measurable, and challenging but attainable. When employees understand and commit to their own performance goals, they are accountable and strive to do their best to reach them.

Becoming a new manager is challenging but not impossible for those who are willing to change their perspective from leader-of-one to leader-of-many.

To learn more about creating high performing new managers, download The 4 Management Metrics that Matter Most

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LSA exceeded all my expectations. We interviewed 7 potential training and consulting partners and selected LSA due to their expertise, flexibility, and breadth and depth of solutions. We were able to construct a management training course from the modules most appropriate to our needs, and are able to provide additional training from their well developed portfolio of experts. Our managers galvanized as a team throughout the session and are better prepared for the rigors of a competitive market.

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Edify

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Cutera

We value our relationship with LSA Global. We came to LSA because we wanted to improve overall behavioral based interviewing capabilities of our managers to increase the probability of both hiring top talent and future leaders. LSA designed a highly customized solution for our business and culture. We are currently rolling out this solution to our leaders. I would highly recommend LSA Global as a top quality resource.

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In the Next Generation Management Development courses, I was trained with skills and tools that have made me and my team more productive, motivated, and successful at communicating with other departments.

 

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We have been able to utilize LSA’s extensive network of top-notch resources to leverage our investment in employee development. The result has been the cost effective and highly efficient delivery of quality educational and management training programs.

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Understanding and conforming to legal compliance was very important to our company. We turned to LSA Global to provide a quality and cost effective way to ensure that we were AB 1825 compliant. Their interactive eLearning program was top-notch. It allowed our managers to learn at their own pace, and on their own time. The program was tailored to include our logo and our internal harassment policies. It was interactive and met all federal and state legal requirements. I would highly recommend LSA Global to any company looking for an efficient and effective and top quality way to train their managers to be in compliance.

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Director, HR & Compliance

LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.

Margaret M. Mader
Vice President, Human Resources

Hyperion

“We turned to LSA to help us custom design and deliver a leadership and management development curriculum to help drive performance. They have done an excellent job diagnosing the business situation, designing an approach that fits our culture, and delivering a first class solution.”

Sally Buchannan
VP Human Resources

LSA has become the gold standard in team building and management training at Genomic Health! I have a hard time finding facilitators that come close to their level of customization, expertise and experience.

Emily Couey
Director of Human Resources

Congratulations on your pro-activity in establishing this program and developing such an effective New Employee Orientation course.

Farhat Ali
President and Chief Executive Office

Fujitsu

We recently partnered with LSA Global to offer our Supervisors and Managers a customized two-day management training program. Everyone who attended said it was by far the best management training program they had ever attended. The content was rich and highly interactive. The case studies were relevant. Each participant walked away from the training much better equipped to lead their teams.

Jeff Coon
Director of Human Resources

LSA’s consultant designed and delivered a half-day team building solution for our recent conference. It included careful customization to integrate the design with our new mission and values. Everyone had fun and identified key issues with our teamwork. Altogether a great program!

Bob Ward
Director of HR

LSA custom designed a Management Development program that is absolutely “on target” for our technical managers. Their facilitator has done a superb job delivering the material in a way that is fast paced, highly interactive, and fun. She presents practical solutions to the people situations that our managers face every day. I regard LSA as an excellent partner that understands our business needs and a virtual member of our HR department.

Judith Onton
Vice President Human Resources

On behalf of Roche and my staff I would like to sincerely thank you for your help with this. The English as a Second Language (ESL) assessment and coaching that you provided for our team was a great success.

Cam Greig
Associate Director

Roche

We partnered with LSA to pilot a customized behavioral interviewing program to help ensure that we continue to hire the best and brightest as we continue to rapidly scale. LSA’s ability to understand our business and our unique culture combined with their desire to ensure that the best practices framework truly fits our performance environment and is highly adopted by our people is a real blessing. Most other firms want to just ‘give you training.’ Not LSA, they are focused on helping me hit our hiring forecasts and attract A players.

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AKQA

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