New Supervisor and New Manager Training

NEW SUPERVISOR AND NEW MANAGER TRAINING

The 5 Disciplines of Managing Others for Inexperienced and First Time Managers

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“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

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:

  • Only 25% of employees say that their companies are good at helping individuals transition into their first managerial roles
  • A whopping 60% of new people managers under perform in their first year
  • 85% of new people managers receive no formal training prior to becoming a new manager

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:

  • Understanding a manager’s role in your organization
  • Communicating as a manager
  • Implementing performance management and feedback
  • Motivating and incentivizing higher performance
  • Prioritizing, decision-making, and delegating

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:

  • Demonstrate proficiency with foundational management principles and skills that matter most at your company.
  • Understand and use critical communication skills that enable managers to have productive, mutually beneficial performance management conversations and effectively navigate difficult employee situations.
  • Establish performance measures and set goals with employees that support individual development, career aspirations and organizational objectives.
  • Set priorities that are aligned with key stakeholders.
  • Make decisions by design with your team.
  • Delegate to maximize team performance and organizational resources.
  • Create effective teams by applying proven management disciplines.

Benefits
Organizations that roll-out, implement, and reinforce new supervisor and new manager training programs consistently benefit from:

  • Increased performance and organizational productivity
  • More effective execution of strategic initiatives
  • Greater level of workforce engagement and retention of top performers
  • Increased bench strength in the manager pipeline

 

FAQ

Question #1: What training should a new manager have?   

Answer #1: New manager training should focus on the key 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.

Question #2: How do you train a first-time manager?

Answer #2: 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.

Question #3: What is the first thing you should do as a new manager?     

Answer #3: 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.

Question #4: Do new managers get training?  

Answer #4: Unfortunately, the majority of new leaders do not receive structured new manager training, which often results in manager underperformance and team disengagement. Effective programs use real scenarios, action learning, and 1×1 coaching to develop performance- and engagement-focused leadership behaviors.

New Manager Training Course Outline

I.  Your Role and Responsibility as a New Manager

  • Understand “best or preferred” practices used by effective managers
  • Identify distinctions between the roles of an Individual Contributor and a Manager
  • Understand your role and responsibilities as a manager at your organization

II.  Communicating as a New Manager

  • Gain an understanding of communication styles
  • Learn to match the right communication style with your objectives
  • Know the communication barriers that can cause challenges and misunderstandings
  • Learn communication distinctions: directing vs. informing and open-ended vs. close-ended questions

III.  Performance Planning

  • Establish measures and identify targets that will enable your team to be forward-focused in reaching their goals
  • Know how to effectively communicate goals
  • Learn how to create SMART goals and provide objective and actionable feedback
  • Practice having coaching conversations
  • Learn to deliver both positive and constructive feedback that will resonate and spark improved performance
  • Learn the tools to manage difficult conversations and handle conflict

IV.  Motivation and Incentive Systems

  • Understand employee motivation and how it affects employee performance, engagement, and retention
  • Learn how to correlate each individual’s core needs to the work at hand to drive success

V.  Prioritizing, Decision Making, and Delegating

  • Discover tips and techniques to manage your time more effectively to drive productivity and efficiency
  • Learn to identify what is important vs. what is urgent
  • Understand the top challenges with priority setting
  • Be able to make better and faster decisions
  • Learn the basic rule to decide if you should do it yourself or delegate
  • Practice delegating, measuring the results, and providing feedback
  • Understand the challenges with delegation


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:

  1. Assessment
    To customize your new supervisor sessions, we deploy a client-specific combination of management effectiveness assessments, people manager assessment centers, interviews, focus groups, review of employee engagement data, and pre-work.
  2. Design & Delivery
    Design and delivery depends upon your desired outcomes.  Typically, our customized new manager programs range from half-day targeted workshops to six month action learning sessions focused on your unique key management challenges, practices, and scenarios.  They can be delivered in live, virtual, or blended formats.
  3. Reinforcement
    Reinforcement has a measurable impact on the transfer of learning for new managers.  Typical support mechanisms include:
  • Senior leadership performance coaching and reinforcement sessions
  • Action learning assignments, monitoring, and review
  • Post-workshop one-on-one coaching, group coaching, and learning reinforcement sessions
  • Weekly online new manager microlearning, learning nudges, job aids, tools, and tips
  • Follow-up manager effectiveness assessment correlated to employee performance, employee engagement, employee retention, or employee relation issues

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.

Related Information

We turned to LSA to help us custom design and deliver a action leadership and management development curriculum to help drive performance across the company.

They have done an excellent job diagnosing the business situation, designing an approach that fits our unique culture, and delivering first class solutions.  Thank you!

Sally Buchannan
VP Human Resources

I continue to be impressed by the depth and breadth of LSA’s expertise in leadership development, and management development.

What a smart and client-centric group of great people who really know how to help leaders attract, engage, develop and retain top talent in a practical and results-driven manner.

Thank you LSA!

Tracy Esposito
Director, HR Business Partner

We engaged LSA to design and deliver a 6-month custom executive coaching program 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. You can’t go wrong with LSA.

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

We gave LSA a very short deadline to customize an important management training program to meet our unique requirements.

Their facilitator was excellent, an expert in the subject matter, and very credible with our teams.

The targeted design provided practical and valuable information and skills that our managers truly needed.

I highly recommend LSA Global, particularly in the area of management training.

Julaine K. Souza
Senior Vice President

In the Next Generation Management Training Programs, I was trained with practical and relevant skills and tools that have made me and my team more productive, motivated, and successful at collaborating with each other and other departments.

 

Kevin Ashman
Firmware Engineering Supervisor

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

Gina Fulton
Vice President of Human Resources

LSA has been a tremendous asset 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 impactful leadership and management development expertise. LSA consistently does that for me.

The tools and practices are crisp, business relevant, and easy to apply on the job.

Ken Boehm
VP of 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 management training program for our events management team focused on decision making and delegation.

LSA demonstrated responsiveness, flexibility, and a highly innovative approach to working with us.

Deanna Rudnitsky
Senior Manager, HR Destiny Sales Region

We have been very pleased with the high quality management development programs that LSA Global has designed and delivered to meet our unique needs.

They have world class facilitators and the knowledge gained by our management team has been put into practice very quickly.

LSA consistently delivers excellent results and receives exceptional feedback.   I highly recommend them to anyone looking to improve management capabilities.

Cindee Van Vleck
Director Human Resources

We partnered with LSA Global to help us invest in our people in the areas of performance coaching, diversity, and inclusion. They were very flexible in meeting our specific needs.

LSA exceeded my expectations from a speed, quality, and value standpoint. I would recommend LSA to anyone looking for a true business partner.

Anita Luckinbill
Director, Human Resources

LSA exceeded all my expectations.

We interviewed 7 potential training and consulting partners and selected LSA due to their expertise, flexibility, and breadth and depth of leadership solutions.

We were able to design a highly customized, focused, and relevant management training program that fit our unique needs.

Our leaders and managers galvanized as a team and are better prepared for the rigors of a leading their teams in a very competitive and fast-changing market.

Mitch Mandich
CEO

Edify

Harmonic has worked with LSA for over 8 years. We have found their partnership extremely beneficial.

We recently implemented customized Management Development Programs designed to support our company’s strategic initiative of hiring, building, and retaining key intellectual property and human talent.  It has had the greatest impact.

I would recommend LSA to any company that’s looking for a trusted training and development partner to take their leaders and managers to the next level.

Janice Passarello
Director 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 we needed to get the job done.

Don Pryor
Director, Business Planning & Analysis

We recently partnered with LSA Global to offer our Supervisors and Managers a customized and experiential management training program.

Everyone said it was by far the best management training program they had ever attended.

The content was rich and highly interactive, and the case studies were highly relevant to our unique situation.

Each participant walked away much better equipped to lead their teams.  Thank you LSA!

Jeff Coon
Director of Human Resources

We turned to LSA to customize and deliver a leadership solution to meet our unique needs.

LSA delivered the exact top quality solution that we wanted. I’d recommend LSA Global to any company looking for a best-in-class management training and consulting partner that always focuses on what matters most to your people AND your business.

Kortney Riddle
HR Manager

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