4 New Manager Challenges that Must Be Overcome

Major Challenges New Managers Must Overcome a single pawn faces an army on the chess board illustrating the challenges of new manager training

Have You Identified The Major New Manager Challenges at Your Company?
While most new managers face similar obstacles, every company presents their own flavor of new manager challenges that must be overcome for new managers to be successful in their unique culture and situation.  As a new manager, it can feel as though you are one against many.

But smart people leaders turn themselves around.  They don’t behave like a pawn facing an army of corporate opponents.  They see themselves and act as the new leader of the team.

4 New Manager Challenges that Must Be Overcome
To marshal the right forces so they work with, and not against, you, there are four new manager challenges that must overcome to succeed :

  1. Incomplete, Inconsistent Or Unclear Communication
    Of all the major challenges new managers must overcome, you cannot expect your employees to deliver against your performance and cultural expectations if you do not communicate expectations clearly, consistently and completely.

    When employees don’t understand what you expect of them, their performance suffers, their engagement levels decline, and they are likely to focus on the wrong or redundant tasks  They may even head off in the complete wrong direction.

    Be crystal clear in how you describe work standards and job roles. This is the way to minimize conflict, avoid worker dissatisfaction, and complete projects on time.

  2. Faulty Decision Making
    The best managers are decisive. Overall, effective decision makers gather data and seek to uncover root causes, operate by facts, not gut-feel or innuendo, are able to analyze pros and cons objectively, balance desired outcomes and relationships, and understand the implications of delayed decisions and inaction.

    Choose a path that makes sense given the strategic and cultural context, and make smart adjustments along the way.

  3. Fuzzy Priorities
    Strategic clarity accounts for 31% of the difference between high and low performing teams.  Each and every employee should understand company, team, and individual goals, roles, responsibilities, success metrics,  interdependencies, and potential barriers to success.

    New manager training programs do not often emphasize clarity and prioritization enough. Yes, you need to specify tasks clearly. But what matters most is that workers understand how their tasks align with the overall objectives of the organization.

  4. Ineffective Performance Management
    New managers are, above all else, rated on the performance of their team. When the team performs, the manager’s halo shines.

    It is the manager’s job to meet with each team member to define both success and failure in a way that is clear, agreed-upon, meaningful, measurable, and challenging but attainable.  When employees understand and commit to their own performance goals, they are accountable and strive to do their best to reach them.

The Bottom Line
Becoming a new manager is challenging but not impossible for those who are willing to change their perspective from leader-of-one to leader-of-many.  Are your new managers set up to succeed?

To learn more about creating high performing new managers, download The 4 Management Metrics that Matter Most

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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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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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I have worked with LSA Global at previous companies and welcomed the opportunity to bring them in to support my new organization. We worked closely with LSA to design a solution for our Client Partner Teams and Management Training on both coasts. LSA designed a customized solution for our business and organizational culture. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner that makes an impact.

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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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We engaged LSA to design and deliver a 6-month custom executive coaching program for a group of our key leaders. The focus of the program was to help a core group of senior leaders to leverage previous investments in management training, to ensure the engagement and retention of key employees, and to push critical strategic initiatives forward. Even with the high expectations of our senior people, LSA has completely exceeded our expectations. I would recommend them to anyone looking to create and implement a custom coaching methodology using proven tools to drive true change.

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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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