“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 That Works
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:
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:
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:
Benefits
Organizations that roll-out, implement, and reinforce new supervisor and new manager training programs consistently benefit from:
New Manager Training Course Outline
I. Your Role and Responsibility as a New Manager
II. Setting Direction and Communicating as a New Manager
III. Performance Planning
IV. Motivation and Incentive Systems
vAlign individual strengths, interests, and core needs with meaningful work and business priorities.
V. Prioritizing, Decision Making, and Delegating
Delivery Methodology
Real-life, relevant management scenarios from your organization are used with a combination of the following steps in a way that makes sense for your unique situation:
Target Audience
Any new manager, new supervisor, and high-potential management candidate who is moving from being an individual contributor to a new people manager who must get results through others.
To speak with an LSA Expert to learn about the new supervisor and new manager training program customization and delivery options, please contact us.
New manager training should focus on the key company, team, and role specific 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. Effective new supervisor training helps managers transition from “doing the work” to leading others through coaching, delegation, and accountability.
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.
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.
Many high-performing individual contributors are promoted without formal leadership training. While they excel technically, managing people requires an entirely different skill set — including communication, feedback, decision-making, prioritization, and conflict resolution. 60% of new managers underperform during their first year when they lack structured support and development.
Effective new manager training is practical, customized, and directly tied to real workplace challenges. Rather than focusing only on leadership theory, the best programs use experiential learning, coaching, peer collaboration, and real-world management scenarios that build learning into the flow of work. Research-backed programs also reinforce learning over time through coaching, microlearning, feedback loops, and accountability mechanisms that improve long-term behavior change and business performance.
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