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


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