Being a Good New Manager Is Not a Matter of Luck

A four-leaf clover shows that luck plays no part in Being a good new manager

Being a Good New Manager from the Start
Being a good new manager is not a matter of luck.  When new managers falter, it is almost always due to a lack of management preparation and support.  And often the blame belongs to the leaders who promoted them into their new role.

Leading Is Very Different than Doing
Many employees are promoted to management because of their success delivering results as an individual contributor combined with their technical expertise. But one critical ingredient is often missing – the ability to get work done through others.  Too many new managers have not been taught how to effectively lead people.

Research on New Manager Effectiveness
With more than half of first-time managers reporting that they received no training when promoted, it is not surprising that up to 50% of new managers are deemed ineffective by their bosses.  Additionally, Gallup estimates that managers account for at least 70% of variance in employee engagement scores across business units.  The bottom line is that most new managers struggle in their new role.

Two Solid Tips to Better Prepare New Managers
Be sure you set up your new managers to succeed by:

1. Providing the Right Management Development
Don’t just look for a standard management training program, sign them up and think you’ve done your job in preparing them. While the management fundamentals are an important starting point, make sure that any new manager training focuses on the critical few management situations that make the difference between an average and extraordinary manager at your company with respect to your unique strategy and culture.

Then make sure to customize the content to each person’s specific development needs.  Are they able to adapt to different communication styles?  Do they know how to run effective meetings?  Can they delegate tasks and hold team members accountable?  Do they know the importance of setting clear expectations?  These are just a few of the skills they will need to succeed at being a good new manager.

2. Provide Continued Support and Coaching
Only 1-in-5 management training participants change their on-the-job performance from management training alone.  Acknowledge that there will be a learning curve and ongoing challenges.  Then provide consistent feedback, coaching and support to let them know how they are doing and to provide advice on how to improve.

The Bottom Line
The effectiveness of your managers matters too much to your overall business performance to neglect the thoughtful preparation of new managers.  They need targeted development opportunities early on, understanding and support as they move into their new position, and ongoing coaching so they have a chance to learn from their mistakes and continuously improve.  Do not leave the process up to luck.

To learn more about being a good new manager, download The Six Management Best Practices that Make the Difference between Effective and Extraordinary

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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.

Cam Greig
Associate Director

Roche

LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.

Margaret M. Mader
Vice President, Human Resources

Hyperion

LSA provided top notch solutions right when and how we needed them. They exceeded my expectations from a speed, quality, and cost standpoint. I recommend them to anyone looking for a true business partner in the Learning and Development arena. The breadth and depth of their expertise has helped us hit tight deadlines across multiple projects.

Fortune 500 Financial Services Company
Director of Infrastructure & Technology

Avon’s success is dependent on strong relationships among our Customers, Representatives, Associates, and outside resources we hire to help us meet our business objectives. We were very pleased with the results from working with LSA Global to design and facilitate a custom program for our events management team. LSA demonstrated responsiveness, flexibility, and an innovative approach to working with us.

Deanna Rudnitsky
Senior Manager, HR Destiny Sales Region

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.

Greg Pappas
VP of 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.

Maya Paul
HR Director

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

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

Working with LSA Global has proven to be extremely valuable and worthwhile. LSA understands our business, has deep expertise in content areas, and tailors the programs to deliver great results. The facilitator was extremely knowledgeable about Working Globally with India and her energy and passion made the session interesting, fun, and enjoyable for all that attended. The participants walked away extremely pleased along with highly useful practices and tools. I would highly recommend LSA Global to any company that has partners or offices in India.

Glenn McGillivray
Human Resources Business Partner

Intuit

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

The LSA Global team was very receptive and flexible to our needs every step of the way. Their staff and facilitator demonstrated attention to detail, responsiveness, and professional courtesy. The participants were thrilled with the outcome and rated the communication skills workshop and the facilitator as ‘Excellent’. I’d highly recommend working with the LSA Global team to meet your professional development needs.

John Mastrorilli
FRDP Leader

Intuit

The Managing Virtual Teams program was extremely valuable. Your consultant/ facilitator’s fundamental knowledge of Synopsys as a company provided an incredible base to build upon while tackling the complications of managing and working with globally distributed teams. My team walked away walked away with highly useful practices and tools. It was an excellent use of our time.

Debra Martucci
Vice President, Information Technology

Our company engaged LSA to do a specialized “train the trainer” program, and the consultant’s performance outdid our exceptionally high standards for such a program. Very crucial to the success of this program was the work done upfront to discuss our needs and to interview key members of our organization so that the program specifically met our goals. Our facilitators continue to comment on the success of the program. Thanks also for the follow-up.

Frank Abbott
Chief Financial Officer

LSA custom designed a Management Development program that is absolutely “on target” for our technical managers. Their facilitator has done a superb job delivering the material in a way that is fast paced, highly interactive, and fun. She presents practical solutions to the people situations that our managers face every day. I regard LSA as an excellent partner that understands our business needs and a virtual member of our HR department.

Judith Onton
Vice President Human Resources

We partnered with LSA to pilot a customized behavioral interviewing program to help ensure that we continue to hire the best and brightest as we continue to rapidly scale. LSA’s ability to understand our business and our unique culture combined with their desire to ensure that the best practices framework truly fits our performance environment and is highly adopted by our people is a real blessing. Most other firms want to just ‘give you training.’ Not LSA, they are focused on helping me hit our hiring forecasts and attract A players.

Jennifer Remling
Director of Global Recruiting

AKQA

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