Developing New Managers
Effective, high-quality management is key to organizational success. No matter what your industry, your organization needs to have skilled managers in place to be the best it can be. But managers don’t just appear out of nowhere, equipped with the skills to succeed. Managers need to be developed.
While an organization is likely to do a mix of external hiring and internal promotion, taking the time to develop new managers from within the organization is a worthwhile time investment. There are several strategies that can help develop new managers, which ensures not just the success of individual employees but of the organization as a whole.
At the end of this workshop, participants should be able to:
- Discuss strategies for developing new managers
- Understand the importance of defining a clear management track
- Determine core roles and competencies for managers
- Understand the importance of continuous development for managers
- Apply the principles of manager development to your own organization
Course Outline:
Module One: Getting Started
Housekeeping Items
The Parking Lot
Workshop Objectives
Action Plans Form
Evaluation Form
Module Two: Managers are Made, Not Born
Managers Must be Developed
Management Skills can be Learned
Managers Learn by Being Managed Well
Create a Management Track
Case Study
Module Two: Review Questions
Module Three: Create a Management Track
Clearly Define Roles and Competencies
Provide Tools
Identify Candidates Early
Clearly Define Management Track
Case Study
Module Three: Review Questions
Module Four: Define and Build Competencies
Clearly Define Competencies Needed
Identify Strengths
Identify Development Areas
Provide Development Opportunities
Case Study
Module Five: Managers Learn by Being Managed Well
Pair New Managers with Mentors
Reward Effective Managers
Emulate Effective Managers
Create/Document Best Practices
Case Study
Module Five: Review Questions
Module Six: Provide Tools
Provide Manuals or Policy Documents
Empower New Managers
Provide Support
Provide Training and Development Opportunities
Case Study
Module Six: Review Questions
Module Seven: Provide Support
Encourage Peer Networking
Establish Resource People
Encourage Mentor Relationships
Establish Regular Check-ins
Case Study
Module Seven: Review Questions
Module Eight: Identify Strong Candidates Early
Development Begins Early
Identify Candidates Early
Identify Candidates Through Evaluations
Develop Those with Management Goals
Case Study
Module Eight: Review Questions
Module Nine: Clearly Define the Management Track
Make the Path to Management Clear
Serves as a Guidepost
Ensures Quality Training/Support
Succession Planning and Change Management
Case Study
Module Nine: Review Questions
Module Ten: Empower New Managers
Decision-making
Asking for Help
Support, Don’t Micromanage
Continuous Growth and Development
Case Study
Module Ten: Review Questions
Module Eleven: Provide Growth Opportunities
Provide Continuous Growth Opportunities
Create a Development Plan
Provide Regular Feedback
Encourage Mentoring
Case Study
Module Eleven: Review Questions
Module Twelve: Wrapping Up
Words from the Wise
Review of the Parking Lot
Lessons Learned
Completion of Action Plans and Evaluations
Recommended Reading