Here’s why training can give new managers an upper hand at work
Many people may find themselves being thrusted into managerial positions with little to zero training, making the transition from employee to manager overwhelming for some. Newly minted managers will need a radical mindset shift to succeed in the role, making it unsurprising why manager development is a crucial piece of the puzzle to facilitate this role change.
First-time managers can face a motley of issues.
Their colleagues whom they once worked side-by-side with may now report to them. They transition from becoming an individual contributor to managing people and delegating tasks. New managers will need to get clued up on what’s happening in the company and understand other aspects of the business and how it affects their department, to name a few examples.
Ultimately, becoming a manager doesn’t only require you to develop a new set of skills, but also a new attitude to their work behaviour.
So how do new managers manage a team effectively to drive impact?
Talent development lessons from others
In an interview with Kevin Kruse on Forbes, Groupon Head of Global Talent Development Dr Eliza Wicher shared that the company emphasises on leadership as they “do a lot of promoting from within”.
This results in a number of first-time managers.
“Recognising this, we know that if we can get them really good at managing their teams, that’s going to lead to high engagement and high performance,” she said.
The company has a four-step model for building great managers.
This entails having clear or explicit expectations for managers; having a feedback component from their team of how they’re doing at meeting each of those expectations; providing different programmes and tools for managers and a people management assessment in their performance review to be factored into their overall performance evaluation.
The importance of training and upskilling for new managers
Manager development indubitably encompasses numerous aspects, but training and upskilling is an essential part of grooming new managers.
Many training, workshops and even executive education programmes offer courses to help new managers develop both the theoretical and practical tools to succeed in their role.
Berkeley Executive Education programme, for instance, offers the New Manager Boot Camp, a three-day leadership training programme that aims to help candidates understand the challenges as a new manager, develop their leadership style, create dynamic teams and learn about managing talent without drama.
Leadership skills also go hand-in-hand with managerial positions.
Kellogg Executive Education offers numerous leadership executive education-related programmes to instil candidates with leadership skills. Depending on the programme, the course may focus on driving organisational change, energising people for performance to negotiation skills.
The Institute for Management Development (IMD), meanwhile, offers numerous managerial-related programmes for those early in their careers to those that cater to more seasoned professionals. They can help candidates develop their confidence, get the skills to manage diverse teams and learning about executing and managing organisational change.
Without a doubt, training and upskilling will be useful in bridging the gap in ensuring new managers can perform on the job and enjoy a smoother transition into their new roles.