• Developing New Managers

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 Continuous Growth and Development

 Continuous Growth and Development

    Developing a new manager doesn't end when he or she assumes that managerial role. Provide opportunities for continuous growth and development. This can include internal workshops, external trainings, and formal development opportunities. You may also provide continuous growth opportunities by encouraging a new manager to take on new roles, make increasingly important decision independently, or assume broader responsibilities. Through the feedback process, in both regular check ins and employee reviews, continue to identify areas of development for the manager. Help him or her identify ways to build strengths even further, and address areas of needed development.

 Create a Development Plan

 Create a Development Plan

    Take the time to create a development plan with each new manager. This plan should clearly identify strengths, areas of development, and professional goals. This plan should be a living document – it will change over time, and should be revisited at least annually. Working with the employee, explore what his or her short and long term goals are. Find ways to support these goals and to encourage the employee to grow and develop toward them. Much as the clear management track serves as a way to map and measure progress, the personal development plan helps the new manager shape the next phase of his or her career. The personal development plan is also useful for those who supervise new managers, as it alerts them to areas in which the manager might contribute his or her strengths as well as opportunities to help the new manager develop in areas of less strength. Having a clear development plan not only helps the new manager clarify his or her goals and the steps towards them, but better enables supervisors to best support new managers.

 Make the Path to Management Clear

 Make the Path to Management Clear

    When creating a management track for your organization, clarity should be the primary concern. Employees who do not understand how they might move from their current roles into managerial roles are likely to become frustrated, feel that there's no opportunity for advancement, and – ultimately – leave for other opportunities. To keep talent within your organization, and to ensure that talented employees are able to advance, you need to give them a clear sense of the process. Create a management track that provides clear expectations, requirements, and benchmarks. While no two employees will follow exactly the same career trajectory, a clear general path from lower level positions into management can apply to most situations. A clear management track should give employees a sense of the education and training they will need in order to move into management. If there are intermediate positions they can or should assume between their current role and a future management role, make these clear as well. A flow chart or graphic may be helpful for employees as they map their own career onto the management track. Most importantly, the track should be easy to follow and easy to understand, with clear connections between each step.

 Developing New Managers

 Developing New Managers

 Developing New Managers Skills Workshop

 Developing New Managers Skills Workshop

  • Management must be effective for the success of any business. Unfortunately, it is all too easy to overlook the training and development of new managers. When you provide your managers and employees with the skills and tools they need, you will greatly boost morale and strengthen your organization.

  • With our Developing New Managers workshop, your participants will understand the value of investing in employees and developing management. By focusing on development opportunities, your participants will establish a culture that retains top talent and improves succession planning.

 Workshop Objectives

 Workshop Objectives

  • 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