22 Questions New Managers Should Ask on Day One

Questions New Managers Should Ask

Questions New Managers Should Ask
Based upon feedback from thousands of new managers, we have identified questions new managers should ask on day one if they want to be set up for success.

Too Many New Managers Are Not Prepared
The shift from being an individual contributor to taking on the role of manager is huge. Unfortunately, very few new managers are well prepared to succeed without a lot of management training and support.  A recent McKinsey study found:

  • Nearly 70% of senior executives are only “somewhat” or “not at all satisfied” with the performance of their companies’ front-line managers.
  • 81% of front-line managers are not satisfied with their own performance.

Even Experienced Leaders Stumble
Leadership can be daunting. But there are steps you can take that will minimize leadership mistakes and maximize both your performance and the performance of your team. And those steps are the same for new managers who are in over their head and for leaders who have been leading ineffectively.

Questions New Managers Should Ask on Day One
Smart leaders invest the time and energy to understand the current situation, complications and implications of their role and their team from day one.  Here are seventeen questions new managers should ask, and answer, from the start:

1.  Ten Alignment and Focus Questions New Managers Should Ask

  • How is my boss’ success measured?
  • Has the team been achieving its objectives?
  • How do the team objectives map to overall company priorities?
  • Are individual and team goals clear?
  • Does everyone know how success and failure is measured?
  • Are rewards at the individual and team levels clearly understood?
  • Is everyone clear on their roles and responsibilities?
  • Have inter-dependencies between team members and key stakeholders been identified?
  • Is work organized in a way that clearly leads to accomplishing individual and team’s goals?
  • Do we agree upon who our key stakeholders are?

2. Seven Decision-making, Resources and Information Questions New Managers Should Ask

  • Are decisions based on who has the expertise and best information?
  • Do decisions demonstrate a healthy balance of short and long term focus?
  • Are mistakes accepted as learning experiences?
  • Is time taken to examine and improve information-sharing and decision-making?
  • Is information shared appropriately?
  • Does the team have access to the resources required to do their job?
  • Are team members responding positively to the changes required to succeed?

3. Five Interpersonal Questions New Managers Should Ask

  • Is there trust and openness in communication and relationships?
  • Does each team member feel heard and valued for their point of view?
  • Is attention given to leveraging all perspectives and insights?
  • Is conflict between team members confronted openly and constructively?
  • Do people do what they say they are going to do?

The Bottom Line
Effective new managers know that their success is measured by the success of their team.  If you do not know the answers to the above questions new managers should ask, you need to show some vulnerability and ask for help. Find someone who has tackled similar challenges before and have them help guide you forward to get the answers you need to set your team up for success?

To learn more about becoming an effective new manager, download The 4 Management Metrics that Matter Most

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The Next Generation Management Development courses have helped me communicate more effectively with my peers and teammates. By utilizing effective communication techniques such as clarifying and confirming, and asking open ended questions, I have been able to clarify and understand information in situations where I would have otherwise asked limited questions and made false assumptions.

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LSA helped to meet the needs of my teams within a very narrow timeframe. My team walked away with highly useful management tools and practices. LSA saved us time in delivering the right solution for our specific needs.

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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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CEO

Edify

Our company engaged LSA to do a specialized “train the trainer” program, and the consultant’s performance outdid our exceptionally high standards for such a program. Very crucial to the success of this program was the work done upfront to discuss our needs and to interview key members of our organization so that the program specifically met our goals. Our facilitators continue to comment on the success of the program. Thanks also for the follow-up.

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We consider LSA Global our outsourced learning and development partner. We worked closely with LSA to customize a management development program to meet our growing business needs. I would highly recommend LSA to any company wanting to deliver quality learning solutions.

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Vice President Human Resources

LSA helped us design and deliver a blended learning solution for our leaders to help drive our growth plans in a way that aligned with our specific culture and values. LSA understood our business, had deep expertise in the content areas, tailored the programs to fit our specific needs, and delivered great results. They constantly strive to deliver business impact and align their solutions with our business initiates, culture, and performance management systems. I highly recommend them to anyone looking to take their leaders to the next level.”

Beth A. Taylor
Vice President of Human Resources

Thoratec

What a refreshing change from the half-baked psycho-babble you normally get from “training” organizations. LSA gives you the assistance you need to define and reach your goal, and then they give you a results driven plan – not just a temporary fix. They are great to work with, and even more importantly, they “get it!”

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