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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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

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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

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We consider LSA our true business partner in the areas of Learning and Organizational Development. From Strategic Planning to Presentation Skills and Management Training, they continue to provide excellent value and extremely high quality solutions – not just one time events. I recommend them to anyone looking to drive true business results.

Michelle A. Mitchell
Vice President, Worldwide Human Resources

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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

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Harmonic has worked with LSA for over 8 years. We have found their partnership extremely beneficial. We recently implemented a Management Development Program that was designed and customized to support our company’s strategic initiative of hiring, building, and retaining key intellectual property and human talent. We worked closely with LSA to target and implement the right solutions with the greatest impact. I would recommend LSA to any company that’s looking for a trusted training and development partner.

Janice Passarello
Director of Human Resources

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I have worked with other training companies and found it to be more of a seller/buyer relationship than one of matching the right expertise to our business issues. That’s what LSA does – ask the hard questions, listen, and understand our business needs. We receive the benefit of their expertise from assistance with personal development plans to enhancing team performance, to looking at enterprise-wide challenges. It’s all about helping our business succeed as we grow. Right now, LSA is providing great ideas, a fresh approach, and valuable guidance as we develop our management team and accelerate our client relationship management results.

Kristin Westland-Kaune
Director, Team Development

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I continue to be impressed by the level of leadership development and management expertise and quality of advice and facilitation that LSA has to offer. What a smart and client-centric group of great people who really know how to help leaders attract, engage, develop and retain top talent.

Tracy Esposito
Director, HR Business Partner

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We signed up with LSA early on–as their 22nd Member! Since then, our organization’s learning needs have increased and decreased and increased again with the changing times. The beauty of the LSA business model is its flexibility…when we needed to supplement our own internal resources, we used LSA services knowing that we could depend on the outstanding quality of the leadership development and management training programs they provide.

Margie Bunting
HR Manager

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I’ve been associated with LSA for the last 8 years and have found them to be an extremely professional, well managed full service training organization. Since working with LSA, I’ve participated in a number of solutions ranging from Performance Management to Assertiveness Training – I’ve found that the quality of the resources is superior. They are well prepared and have definitely done a considerable amount of pre-work in order to customize our culture and business into the total learning experience – making it most beneficial for our employees.

Duane Schroeder
Human Resource Manager

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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.

Mitch Mandich
CEO

Edify

Over the years, both at 3Com and now at Redback, I’ve found LSA Global to be a valuable resource. The recent compliance program that they delivered for Redback’s executive and management team was the right solution, of the highest of quality, and customized to our business and culture. I would highly recommend LSA to any company looking for top quality solutions.

Gina Fulton
Vice President of Human Resources

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Thank you to LSA Global for their partnership and support in helping us to design and roll-out our valuable management development training program. I personally have partnered with LSA Global at four of my previous companies. It continues to be a delight working with LSA. We look forward to partnering with them at Blackhawk Networks for future training and consulting needs.

Suzanne Kinner
VP Human Resources

Blackhawk Network

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.

Robert Breckner
Firmware Engineering Manager

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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.

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I highly recommend LSA Global to anyone who is looking to improve individual or organizational effectiveness through their top quality programs and broad range of expertise.

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VP of Human Resources

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