The Best New Managers Create an Open Environment

a photo of a door with strong locks

Over and over, we have been told that teams work most effectively in a relatively open environment that is built upon trust, healthy conflict, accountability and mutual respect. We certainly see that with our clients.

But is it enough as a new manager to unlock your door and tell your team members they are welcome any time? Apparently not. An open door policy alone does not encourage your followers to share their ideas and concerns. Based upon our annual employee engagement research, line workers consistently tell us that few are willing to test the sincerity of the invitation…especially with a new manager.

If you as a new manager want to establish an organizational culture where feedback is valued, freely given and freely received, then you need to do more than just set the stage. You have to show your team members that your money is where your mouth is. You must set the example by soliciting feedback on your own performance and receive it in a spirit of learning and growing.

Here is how:

  • As a new manager – be the first.
    You must model the process. Acknowledge that you want to continuously learn how to improve as a new leader. Who better to evaluate your performance as a supervisor than those you supervise? Ask them for specific feedback and receive it graciously. Then check back now and then to see if you have in fact changed for the better. Consider a more formal 360-degree feedback process to get deeper feedback after you have been in your new leadership role for 6-9 months.
  • As a new manager – be specific.
    It is not enough to ask for general feedback as in, “Let me know how I am doing as a manager.” You need to zero in on a specific skill or behavior that you want to work on. Let’s say you want to get better at running weekly meetings. At the end of each session, ask how you might have moved things along more efficiently or if the agenda was followed or if everyone felt they had an opportunity to contribute.
  • As a new manager – make it safe.
    Not many direct reports or peers are going to feel comfortable sharing their thoughts if there are negative repercussions. Ensure that new ideas and perspectives are welcomed by the group and that no one is “shot down” for an idea that may seem impossible or off target. Use the brainstorming philosophy where ideas and concerns are invited and no judgment is made until the group has a chance to consider all the alternatives.

Hopefully you have access to new manager training that teaches you the best practices of how to model the behaviors that encourage constructive feedback. Then make sure that you do something about it.

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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.

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I had been working with LSA for many years with my prior company. Currently, I’m with a company who hadn’t done much basic management skills training. After identifying and presenting a program recently, our managers are excited and talking in the halls about the great experience. LSA saves us time in delivering the right training for our needs.

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Hyperion

SeaTel has found our partnership with LSA Global to be very valuable and beneficial. We turned to LSA to customize a supervisory/leadership solution to meet our needs. LSA delivered a customized top quality solution. I’d recommend LSA Global to any company looking for a best-in-class training and consulting partner.

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We have worked with LSA Global for our learning and development needs and have always had great success. They helped us recently with customized Management Workshops that we held for the second time. It was fantastic, and I would highly recommend LSA to anyone that is attempting to get immediate and impactful improvements.

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Workforce Planning Bureau

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We partnered with LSA Global to help us invest in our people in the areas of performance coaching, diversity, and inclusion. They focused on helping us succeed and were very flexible in meeting our specific needs. LSA Global exceeded my expectations from a speed, quality, and value standpoint. I would recommend LSA Global to anyone looking for a true business partner.

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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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What a personal and professional pleasure it has been to Partner with LSA. They are truly a strategic partner with Wyse. For more than 5 years, LSA has been engaged in delivering various training and development solutions for Wyse, from custom on-site programs targeting specific core competencies, to working individually with clients to build job skills, and offering invaluable services to me and my team as we continue to build our learning programs. LSA’s representatives do more than sell a product, they offer a full service solution: they understand our business, our strategic initiatives, and the needs of our customers.

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Director of HR

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

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