New Manager Tips to Go Slow to Go Fast

New manager tips a man is running at lightning speed

What New Manager Tips Matter Most?
New manager tips should help to improve performance.  One thing we know from new manager training – new managers are often so eager to make their mark that they plan changes without enough forethought and thus undermine their success in managing their team before they even truly begin.

Go Slow to Go Fast
The best new leaders go slow to go fast. New managers need to move slowly with any changes…especially if they are inheriting a previous manager’s team. If they make too many changes too quickly, they could jeopardize their standing with the team, lose trust, and sabotage their dream of going “fast” to hit team targets.

A New Manager Example
This situation recently reared its ugly head at a global client who hired a new person to run their Asia Pacific Region. He seemed like a great hire, but he started making sweeping changes with broad assumptions before spending the time to learn the business, the organizational culture and the people. Although he had a great pedigree and high hopes, he was fired 60 days into the job. It was a real shame for him and for the organization.

Five New Manager Tips About What NOT to Do If You Want to Start Off on the Right Foot
Based upon thousands of new manager training participants here are some new manager tips based upon the most common mistakes new managers make which lead to delays in achieving their objectives. New managers error by:

#1.  Criticizing the previous manager.
It is not only poor form to place blame for problems on someone else, but it also ignores the loyalties that team members may have had for their previous leader. Until you understand the interpersonal landscape of your team and the problems they faced, focus on figuring out what needs to change and why to improve overall performance.

#2.  Making personnel decisions before assessing actual performance.
You should not hold on to poor performers too long. If you do, you risk losing your high performers. We know that employee engagement suffers if poor performers are not held accountable and if good performers are not recognized. With that said, make sure that employees are clear about what is expected from them and where they stand before letting them go.

#3.  Not reaching out for help early and often.
Smart new managers look for a coach or mentor who can help advise them along the way. Managing well is a very different challenge from succeeding as an individual contributor. Assess your own skills and match them up to what you know a good manager needs for the current strategy and organizational culture.

Do you know how to point the team in the right direction? How to create a high performance environment where people consistently perform at their peak? How to attract, develop, retain and engage top talent? If not, find a way to learn how. Participate in a proven, interactive program designed to train new managers for the job ahead.

#4.  Ignoring the forest for the trees.
New supervisors need to clearly understand what is being asked of their team and how they fit into the overall organization before they can assign roles and responsibilities. Get to know your team members on an individual basis so you have an understanding of what motivates them, what they like to do and where they hope to grow.

Start with the big picture strategy which includes the vision, mission and values of the organization as a whole, and then build your team’s culture to fit and assign your talent to the tasks which best suit them.

#5.  Not soliciting input from the team.
Some new managers are reluctant to show what they don’t know. On the contrary, they would be wise to show a bit of humility and work with the team to design the step-by-step plan for achieving team goals. If you show respect for and confidence in your team’s abilities, you can earn their trust and begin to capitalize on what they do best.

The Bottom Line
New managers have a tough job. They often inherit a ready-made team and, along with it, problems that were never addressed and internal conflicts that need resolution. There may be much to repair. Our general New manager tips, however, are based on the idea of balancing stability and change. Take advantage of what you can learn from the existing team and move slowly to make improvements. Don’t rock the ship so that it takes on too much water!

To get more great new manager tips, download our New Manager Toolkit Now

Comments are closed.

We engaged LSA to design and deliver a 6-month custom executive coaching program for a group of our key leaders. The focus of the program was to help a core group of senior leaders to leverage previous investments in management training, to ensure the engagement and retention of key employees, and to push critical strategic initiatives forward. Even with the high expectations of our senior people, LSA has completely exceeded our expectations. I would recommend them to anyone looking to create and implement a custom coaching methodology using proven tools to drive true change.

Ivan Fukumoto
Senior HR Manager - Staffing, Training, & Development

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

Over the years, both at 3Com and now at Redback, I’ve found LSA Global to be a valuable resource. The recent compliance program that they delivered for Redback’s executive and management team was the right solution, of the highest of quality, and customized to our business and culture. I would highly recommend LSA to any company looking for top quality solutions.

Gina Fulton
Vice President of 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

PalmSource has found our relationship with LSA extremely beneficial. We worked closely with LSA to customize the right Management Training Program solution to meet our unique business needs. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner.

Ken Boehm
Vice President of Human Resources

“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 Global’s consultant brought a fresh perspective to our behavioral based interviewing strategy for two key executive positions we needed to fill, and their consultant helped us develop questions that produced a much deeper understanding of candidates’ capabilities. I am confident that the two new executives joining our organization have the right skills to add significant value. Throughout the process LSA was also very responsive in dealing with short lead time requests.

Because of the unique nature of our business, Excel is a core application in our accounting organization. After three attempts to find an Excel consultant who is capable of helping our finance team integrate advanced applications into our work processes we found LSA and Alex. He was not only a “Real” Excel expert but was masterful in helping us identify where to use Excel applications in our processes to increase our group’s efficiency.

SPO Partners & Co
Kim Silva, CFO

We consider LSA Global our outsourced learning and development partner. We worked closely with LSA to customize a management development program to meet our growing business needs. I would highly recommend LSA to any company wanting to deliver quality learning solutions.

Terri Wright-Scheer
Vice President 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.

Stacie Rodgers
VP of Human Resources

Cutera

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.

Jeff Rangel
Director of HR

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

I consistently look to LSA Global when I need custom programs put together for my client groups. I can always count on LSA to do a thorough needs analysis and to put together spectacular programs that are well received. Their management development and performance management expertise and professionalism make them one of my top-rated learning and development partners.

Stephanie Webb
HR Program Manager

Rambus

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

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

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

Evaluate your Performance

Toolkits

Toolkits

Download key published insights and tools from industry experts highlighting best practices in the areas of talent, strategy and culture.

More

Health Checks

Health Checks

Want to know how you stack up against leading organizations?  Receive a complimentary benchmarking analysis courtesy of an LSA Expert.

More

Whitepapers

Whitepapers

Get up to speed on timely solutions critical to your business. Published by LSA Experts based upon client feedback and key industry trends.

More

Methodology

Methodologies

First we identify the key metrics you want to improve. Then we assemble a dedicated team of elite experts who have successfully solved similar problems with similar clients.

More

Blogs

Stay up to do date with the latest information on how we help high growth companies align their culture and talent with strategy.

More

Case Studies

Client Case Studies

Real world consulting and training approaches from LSA projects, providing insights on how your company can outperform the competition.

More