Being a Good New Manager Is Not Magic

Magic does not make you a Good New Manager

How To Be a Good New Manager
Being a good new manager does not depend upon magic. While it is true that the knowledge, skills and abilities to manage others is not intuitive, those leadership attributes can be learned. The right management training can take an individual contributor who was responsible principally for their own productivity to a leader who knows how to manage the productivity of others.

Attributes of Effective New Supervisor Training
Effective new supervisor training is an essential first step in making a successful transition into management. The program you choose should be:

  • Customized to your business and unique situation
  • Targeted to the critical few management scenarios and skills that matter most
  • Involve lots of practice, follow-up and real-time coaching

Five Disciplines of Effective Management
Focus on the five disciplines of effective management as they suit your own unique organizational culture:

  1. Understanding a manager’s role in your organization
  2. Communicating as a manager
  3. Implementing performance planning
  4. Motivating and incentives
  5. Prioritizing and delegating

The Importance of Communication
The one thread that links all the management disciplines is communication. The better new managers can communicate as they meet one-on-one, lead meetings, or interface with other departments, the more effective they will appear…and actually be.

The Role of Empathy
A key aspect of communicating and supporting your team members as a manager is empathy…the ability to tune in to others’ needs and feelings. This means that you as manager need to be able to read your followers’ emotions and control your own. Giving in to serious emotional displays from anger to sadness may be OK occasionally for an employee…but never for a manager.

Five Tips on How to Be a Good New Manager
Here are five tips on when and how to show empathy while at the same time you stay in control of your own feelings:

  • When It’s Right
    Don’t give in to the easy or more popular decision just to avoid controversy. Good managers have the courage to do what’s right even when the right decision causes discomfort.
  • When It’s Appropriate
    Be sympathetic when an employee is facing a difficult challenge or share their joy when they’re celebrating a success—personal or professional. A caring manager knows how to be understanding and share feelings either as a supporter or as a cheerleader.
  • When Your Gut Says So
    Some decisions are more difficult than others because the ramifications are not clear. At times like these, trust your intuition.
  • When It’s Time
    Managers don’t have the luxury of procrastination. Set an example for your team members. Do what you need to do when it’s time to do it. Avoiding a difficult conversation, for instance, only makes the task harder and more onerous when you finally tackle it.
  • When It Was Your Fault
    Step up and admit when you were wrong. Rather than “crying over spilt milk” or shifting the blame elsewhere, the mature and confident leader accepts responsibility and then looks for a solution to the problem. Isn’t this the way you’d like your followers to behave?

The Bottom Line
There is no magic wand to help new managers. To do well, you need to be prepared for the role in terms of knowledge, leadership skills and the kind of emotional control that makes for good communication.

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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Business Development Manager

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Director, Human Resources

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Director of Global Recruiting

AKQA

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Chief Financial Officer

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Vice President Human Resources

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Thoratec

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VP of Human Resources

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Director of Human Resources

The refreshing thing about LSA is that they focus on understanding our business situation and helping me succeed instead of selling a product. With over 150 experts, they are an invaluable resource that helps me deliver higher quality results faster. I recommend them to anyone looking to improve the performance of their workforce.

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VP of Human Resources

Cutera

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Vice President, HR and IT

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Senior HR Manager - Staffing, Training, & Development

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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HR Manager, BU Radiology Informatics

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Director, Organizational Excellence & Development

Intuit

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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