New Manager Training—the Big Picture

3 words, Back to Basics, are written in chalk on a blackboard

Hopefully when you were first promoted to the position of manager after your sterling performance as an individual contributor, you received quality new manager training to set you and your new team up for success.

We know from working with thousands of new managers that it is unwise, not to mention unrealistic, of leaders to expect that newly promoted managers will know what it takes to succeed in leading and managing others successfully from the get-go. The skills and knowledge required to be an effective manager are considerably different from the skills required to be a successful individual contributor.

New managers need to first learn the management basics. This includes knowing what being a successful manager means in their unique organizational culture. That typically includes management fundamentals such as how to effectively set goals, measure and monitor success, delegate tasks, determine and manage budgets, manage high and substandard performance, provide feedback and coach, handle conflict, make decisions, communicate effectively, motivate…and the list goes on. But the underlying principle of all of these skills—the basics if you will—is your ability to promote, establish and maintain a high performance culture that keeps your team engaged and performing at their peak. You need the talent on your team, of course, and a clear strategy from you and your leaders, but it is the third pillar of success—culture—that relies mainly on you to create and live. Our research and experience point in one direction: talent, strategy and culture all need to be aligned for an organization and a team to really thrive.

So what is “organizational culture” and why does it matter?

We think of corporate culture as the way business is conducted on a day-to-day basis. It guides how you work and make decisions. It is a conglomeration of the behaviors and values that define your company and work environment. These cultural components are then passed along by imitation and consistent communication to other workers in the organization. Though it may sound very intangible and so-called “soft,” it has a very direct impact on employee engagement and business performance. Our organizational alignment research tells us that culture accounts for up to 40% of the performance difference between high and low performing organizations.

According to our research with over 400 companies across eight industries, companies with high talent-strategy-culture alignment grow 58% faster and are 72% more profitable than unaligned companies. In fact they outperform employee engagement by a factor of 16.8 to 1. That’s why culture matters.

More to the point for you as a new manager, how can you positively shape and influence the organizational culture on your team?

• Clarity.
Be crystal clear when you set team standards and goals on exactly what behaviors and performance you expect to see. Then you must hold team members accountable for those behaviors and expectations. Hold yourself accountable, too, for modeling the desired behaviors and results. As you behave and perform, so will they. Be open and honest and fair. Earn their trust. Encourage growth by showing that you value continuous learning in your own career development. Know that your success now depends upon the success of your team.

• Meaning.
Help your team to find meaning in what they do as individuals, as team members and as contributors to the success of the company as a whole. They need to know why it is worth staying and performing. Help them see how they are making a difference and that what they are doing is worthwhile personally and professionally. Employees are highly engaged and productive when they believe in what they are doing.

By paying close attention to the type of performance environment you create for your, you will be the new manager everyone wants to follow.

Download our new manager toolkit to get the latest tips and tools.

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Intuit

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

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.

Rae Phillips
HR Project Manager - Training & Development, PHR

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.

Terri Wright-Scheer
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Hyperion has a commitment to lifelong learning. LSA helps us provide the right business sales training, management training programs, and leadership development programs at the right time to meet the needs of both individuals and departments. I especially appreciate their ability to listen to my needs and recommend the appropriate facilitators, solutions and content.

Sarah Parks
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Hyperion

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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Vice President, Human Resources

I’ve partnered with LSA Global at two companies now, and I consider them a valuable and trusted training and consulting resource. They recommended just the right solution to address our management development needs and have wonderful facilitators that match YuMe’s culture and style of our management team. I would highly recommend LSA Global to any company wanting to deliver quality learning solutions with a valuable learning and development partner.

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HR Director

LSA Global’s consultant brought a fresh perspective to our behavioral based interviewing strategy for two key executive positions we needed to fill, and their consultant helped us develop questions that produced a much deeper understanding of candidates’ capabilities. I am confident that the two new executives joining our organization have the right skills to add significant value. Throughout the process LSA was also very responsive in dealing with short lead time requests.

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SPO Partners & Co
Kim Silva, CFO

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