New Supervisor and New Manager Training

“The customized New Manager Training programs have helped us to improve performance and increase engagement by helping managers to communicate, manage, and lead more effectively with their peers and teammates.

The people manager skills and follow-up have positively impacted managers and their teams.  Thanks again LSA!”
Noelle VanVlierbergen | HR Director | Sony

“LSA Global helped us to fundamentally rethink our approach to manager development and skill building. They consistently grounded and connected our thinking back to the business priorities and our unique culture.

The results were innovative, thought provoking, and exciting – exactly what we needed. I can’t thank them enough.”
Amanda Garrett | Director, Talent Development | Gilead Sciences

“Since the new manager training, I have been much more focused on identifying and discussing how our actions in Engineering create value.

The value proposition for me and those groups we work with is better teamwork, higher performance, and renewed motivation.”
Stewart Thoeni | Engineering Director | International Game Technology

New Manager Training

The knowledge, skills, and abilities to lead, manage, and coach people is not intuitive and, for all but a few, does not come naturally. And unfortunately, most new managers are not ready to lead, manage, or coach their teams.  In fact, according to a recent management study by the Corporate Executive Board:

• Only 25% of employees say that their companies are good at helping individuals transition into their first managerial roles
• A whopping 60% of new people managers under perform in their first year
• 85% of new people managers receive no formal training prior to becoming a new manager

That makes it pretty tough on everyone else.  We know that poor management transitions create poor new managers.

Often combined with our people manager assessment center, this customized and highly interactive new supervisor and new manager training program provides a powerful first step toward building management skills and leadership capabilities that will enable managers to improve performance, decrease attrition, increase employee engagement, and minimize employee relation issues.

New supervisors and new managers will learn and practice proven people manager principles, approaches, and tools that concentrate on the fundamental disciplines of managing others within their unique organizational culture:

• Understanding a manager’s role in your organization
• Communicating as a manager
• Implementing performance management and feedback
• Motivating and incentivizing higher performance
• Prioritizing, decision-making, and delegating

These five areas of the highly customized new supervisor and new manager training program provide participants with a fundamental grounding in what it means to be a new leader. As managers grow and the nature of their responsibilities and challenges change, mastery in these five management disciplines creates the confidence and competence required to succeed.

Objectives
This experiential new supervisor and new manager training workshop has six key objectives:

• Demonstrate proficiency with foundational management principles and skills that matter most at your company.
• Understand and use critical communication skills that enable managers to have productive, mutually beneficial performance management conversations and effectively navigate difficult employee situations.
• Establish performance measures and set goals with employees that support individual development, career aspirations and organizational objectives.
• Set priorities that are aligned with key stakeholders.
• Make decisions by design with your team.
• Delegate to maximize team performance and organizational resources.
• Create effective teams by applying proven management disciplines.

Benefits
Organizations that roll-out, implement, and reinforce new supervisor and new manager training programs consistently benefit from:

• Increased performance and organizational productivity
• More effective execution of strategic initiatives
• Greater level of workforce engagement and retention of top performers
• Increased bench strength in the manager pipeline

FAQ

Question #1: What training should a new manager have?   

Answer #1: New manager training should focus on the key scenarios a new manager will face in their first year on the job.  These include core management disciplines like communication, decision making, performance planning, resource allocation, team development, delegation strategies, and setting measurable objectives aligned with organizational goals and stakeholder expectations.

Question #2: How do you train a first-time manager?

Answer #2: New manager training typically includes experiential action learning workshops, coaching sessions, and peer learning cohorts based upon people manager assessment results to help new managers shift from individual contributor roles to delivering results through people leadership with effective decision-making, prioritization, and team accountability.

Question #3: What is the first thing you should do as a new manager?     

Answer #3: The first step in new manager training is understanding your new leadership role, identifying individual and team performance metrics, getting to know your team, and aligning team goals with organizational priorities while applying clear communication, structured feedback, and delegation practices from the start.

Question #4: Do new managers get training?  

Answer #4: Unfortunately, the majority of new leaders do not receive structured new manager training, which often results in manager underperformance and team disengagement. Effective programs use real scenarios, action learning, and 1×1 coaching to develop performance- and engagement-focused leadership behaviors.