Hopefully when you were first promoted to the position of manager after your sterling performance as an individual contributor, you received quality new manager training to set you and your new team up for success.
We know from working with thousands of new managers that it is unwise, not to mention unrealistic, of leaders to expect that newly promoted managers will know what it takes to succeed in leading and managing others successfully from the get-go. The skills and knowledge required to be an effective manager are considerably different from the skills required to be a successful individual contributor.
New managers need to first learn the management basics. This includes knowing what being a successful manager means in their unique organizational culture. That typically includes management fundamentals such as how to effectively set goals, measure and monitor success, delegate tasks, determine and manage budgets, manage high and substandard performance, provide feedback and coach, handle conflict, make decisions, communicate effectively, motivate…and the list goes on. But the underlying principle of all of these skills—the basics if you will—is your ability to promote, establish and maintain a high performance culture that keeps your team engaged and performing at their peak. You need the talent on your team, of course, and a clear strategy from you and your leaders, but it is the third pillar of success—culture—that relies mainly on you to create and live. Our research and experience point in one direction: talent, strategy and culture all need to be aligned for an organization and a team to really thrive.
So what is “organizational culture” and why does it matter?
We think of corporate culture as the way business is conducted on a day-to-day basis. It guides how you work and make decisions. It is a conglomeration of the behaviors and values that define your company and work environment. These cultural components are then passed along by imitation and consistent communication to other workers in the organization. Though it may sound very intangible and so-called “soft,” it has a very direct impact on employee engagement and business performance. Our organizational alignment research tells us that culture accounts for up to 40% of the performance difference between high and low performing organizations.
According to our research with over 400 companies across eight industries, companies with high talent-strategy-culture alignment grow 58% faster and are 72% more profitable than unaligned companies. In fact they outperform employee engagement by a factor of 16.8 to 1. That’s why culture matters.
More to the point for you as a new manager, how can you positively shape and influence the organizational culture on your team?
Be crystal clear when you set team standards and goals on exactly what behaviors and performance you expect to see. Then you must hold team members accountable for those behaviors and expectations. Hold yourself accountable, too, for modeling the desired behaviors and results. As you behave and perform, so will they. Be open and honest and fair. Earn their trust. Encourage growth by showing that you value continuous learning in your own career development. Know that your success now depends upon the success of your team.
Help your team to find meaning in what they do as individuals, as team members and as contributors to the success of the company as a whole. They need to know why it is worth staying and performing. Help them see how they are making a difference and that what they are doing is worthwhile personally and professionally. Employees are highly engaged and productive when they believe in what they are doing.
By paying close attention to the type of performance environment you create for your, you will be the new manager everyone wants to follow.
Corporate Change Is Personal
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
The Next Generation Management Development courses have helped me communicate more effectively with my peers and teammates. By utilizing effective communication techniques such as clarifying and confirming, and asking open ended questions, I have been able to clarify and understand information in situations where I would have otherwise asked limited questions and made false assumptions.
Firmware Engineering Manager
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.
Director of Global Recruiting
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.
Vice President Human Resources
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.
Senior Manager, HR Destiny Sales Region
In my years working with LSA, it seems like I’ve had a personal consultant at my fingertips to help me identify just the right solution to satisfy our needs. The entire LSA team has become a trusted friend of Actel — assuring we provide state-of-the-art learning to meet our complex, high-tech business and people needs.
Congratulations on your pro-activity in establishing this program and developing such an effective New Employee Orientation course.
President and Chief Executive Office
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.
Director, Human Resources
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.
Director, Software Engineering, EPG
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.
LSA helped us design and deliver a blended learning solution for our leaders to help drive our growth plans in a way that aligned with our specific culture and values. LSA understood our business, had deep expertise in the content areas, tailored the programs to fit our specific needs, and delivered great results. They constantly strive to deliver business impact and align their solutions with our business initiates, culture, and performance management systems. I highly recommend them to anyone looking to take their leaders to the next level.”
Beth A. Taylor
Vice President of Human Resources
We consider LSA our true business partner in the areas of Learning and Organizational Development. From Strategic Planning to Presentation Skills and Management Training, they continue to provide excellent value and extremely high quality solutions – not just one time events. I recommend them to anyone looking to drive true business results.
Michelle A. Mitchell
Vice President, Worldwide Human Resources
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.
Director of HR
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.
VP of Human Resources
We contacted LSA to help us with customized management development. LSA worked with me to identify a solution that would meet our exact needs. We decided to start at the top and ran the program for our executive team. It was such a great success that we hope to roll it out companywide. We look forward to a long-term partnership with LSA Global and their team of experts.
Barry L. Byrd, SPHR
Human Resources Manager
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