The training of new managers is essential for the effectiveness of any organization. It’s surprising that many organizations invest time, effort and money in training their employees, but they let their new managers look for their own way in the world. This is important when you understand that employees will only get results if they are directed by a manager who is effective in his role.
Training a new manager
Each new manager achieves their advance in the attributes they showed in their previous role. The role of a manager or team leader is a completely different role. This is one of the most difficult problems for a new manager to fully appreciate the role of the Leader, and not the role of the follower.
If you’re training your new managers, make sure this aspect of training covers the entire range of headings that will help the new manager understand this role. Below is a checklist of rubrics that should be included in an effective training program for new managers.
1. The role of the manager.
What is the role of the Manager in relation to his Team, his colleagues, senior management and the achievement of results and objectives? It’s important that this is clearly defined for the new Manager and that he or she understands the difference in the positioning of this role compared to his previous role as an employee.
2. Success in the role of management.
The new manager must have a clear vision of success, as clear as a target on a shooting range. The clearer you are for the final objectives, the greater your chances of having a good start in your role. Any preparation for the new Manager should give them a clear focus on success. The vision of success is not an indicator or result.
3. The manager is the owner of the function and is responsible for success.
The new manager must know exactly what his final result is responsible for. Before becoming a Manager, a person should take responsibility for most of their functions, but some aspects are beyond their control. The role of the administrator is to eliminate blocks, restore broken relationships, extract resources, inspire others, solve problems and create creative ways to improve. Training for new managers should bring this moment home.
4. Competency manager.
The skills of the manager include people’s competencies, competence in the process and personnel management. New manager training should provide a wide range of topics in all aspects. Some training courses will help manage people, not metrics or time management. The new manager needs an initial justification of all the factors to emphasize that they must learn, develop and be competent in this aspect of their role. The objective is not to be competent after a training event, it’s not possible.