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 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.

Anita Luckinbill
Director, Human Resources

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

LSA’s approach and ability to bring the best resources to eBay has been a great asset. They really focus on helping us succeed in any way they can and are very flexible in meeting our management and talent needs.

Mike Normant
Learning & Development

ebay

Understanding and conforming to legal compliance was very important to our company. We turned to LSA Global to provide a quality and cost effective way to ensure that we were AB 1825 compliant. Their interactive eLearning program was top-notch. It allowed our managers to learn at their own pace, and on their own time. The program was tailored to include our logo and our internal harassment policies. It was interactive and met all federal and state legal requirements. I would highly recommend LSA Global to any company looking for an efficient and effective and top quality way to train their managers to be in compliance.

Kelly Warren, SPHR
Director, HR & Compliance

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

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

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

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

I’ve been associated with LSA for the last 8 years and have found them to be an extremely professional, well managed full service training organization. Since working with LSA, I’ve participated in a number of solutions ranging from Performance Management to Assertiveness Training – I’ve found that the quality of the resources is superior. They are well prepared and have definitely done a considerable amount of pre-work in order to customize our culture and business into the total learning experience – making it most beneficial for our employees.

Duane Schroeder
Human Resource Manager

SeaTel has found our partnership with LSA Global to be very valuable and beneficial. We turned to LSA to customize a supervisory/leadership solution to meet our needs. LSA delivered a customized top quality solution. I’d recommend LSA Global to any company looking for a best-in-class training and consulting partner.

Kortney Riddle
HR Manager

Harmonic has worked with LSA for over 8 years. We have found their partnership extremely beneficial. We recently implemented a Management Development Program that was designed and customized to support our company’s strategic initiative of hiring, building, and retaining key intellectual property and human talent. We worked closely with LSA to target and implement the right solutions with the greatest impact. I would recommend LSA to any company that’s looking for a trusted training and development partner.

Janice Passarello
Director of Human Resources

LSA has been a tremendous asset to my portfolio, both at my current company and my past company. As an HR leader, I am always looking for ways to find external resources that can provide a solution to our management training needs. LSA does that for me. Their solutions are presented in a much more leadership-oriented manner so as to be crisp, business relevant, and easy to apply right back on the job. I will continue to augment our programs using LSA solutions.

Ken Boehm
VP of Human Resources

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

VNUS Medical has been very pleased with the effective management development programs that LSA Global has delivered for us over the last four years. The programs have been universally facilitated by experienced and best in class instructors. The knowledge gained by our management team has been put into practice very quickly. VNUS is very happy to be working in partnership with LSA because they consistently deliver excellent programs that receive exceptional feedback from our management team.

Cindee Van Vleck
Director Human Resources

Working with LSA Global has proven to be extremely valuable and worthwhile. LSA understands our business, has deep expertise in content areas, and tailors the programs to deliver great results. The facilitator was extremely knowledgeable about Working Globally with India and her energy and passion made the session interesting, fun, and enjoyable for all that attended. The participants walked away extremely pleased along with highly useful practices and tools. I would highly recommend LSA Global to any company that has partners or offices in India.

Glenn McGillivray
Human Resources Business Partner

Intuit

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