New Manager Training—the Big Picture

3 words, Back to Basics, are written in chalk on a blackboard

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?

• Clarity.
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.

• Meaning.
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.

Download our new manager toolkit to get the latest tips and tools.

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LSA helped change our entire culture around meetings, making them more effective and efficient, thus enabling us to concentrate on driving more business.

Terry Wassman
VP of Human Resources

We recently contacted LSA Global to assist us with a unique training request. We gave LSA a very short deadline and LSA custom designed a training program to meet our exact requirements within the limited time allotted to them. We found their facilitator to be well versed in the subject matter and very credible; the design provided practical and valuable information to our team of managers. I highly recommend LSA Global, particularly in the area of management training.

Julaine K. Souza
Senior Vice President

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.

Mary Johnston
HR Manager, BU Radiology Informatics

“We turned to LSA to help us custom design and deliver a leadership and management development curriculum to help drive performance. They have done an excellent job diagnosing the business situation, designing an approach that fits our culture, and delivering a first class solution.”

Sally Buchannan
VP Human Resources

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

Thoratec

I am very impressed with the quality of work and talent. LSA did a great job of listening to my needs and providing the exact management training program expertise I needed to get the job done.

Don Pryor
Director, Business Planning & Analysis

Hyperion has a commitment to lifelong learning. LSA helps us provide the right business sales training, management training programs, and leadership development programs at the right time to meet the needs of both individuals and departments. I especially appreciate their ability to listen to my needs and recommend the appropriate facilitators, solutions and content.

Sarah Parks
Senior Project Manager

Hyperion

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

LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.

Chris Wells
Vice President, HR and IT

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.

Laurie Torres
Chief People Officer

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

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.

Linda Mitchell
Training Manager

What a refreshing change from the half-baked psycho-babble you normally get from training and consulting organizations. LSA gives you the practical and results-oriented assistance you need to define and reach your goal.  They provide a results driven plan – not just a temporary fix. They are great to work with, and even more importantly, they “get it!”

David Fiano
Vice President Human Resources

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

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.

Robert Breckner
Firmware Engineering Manager

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