How To Develop New Managers
- Training Time: 2 Days, 9:00 am to 5:00 pm
- Inclusion: Participants Manual and Certificate of Completion
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. And while your 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 you develop new managers, which ensures not just the success of individual employees but of the organization as a whole.
Learning Points
- 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
Developing New Managers – Module 1
Getting Started
- Introduction to the Workshop
- Workshop Objectives
Developing New Managers – Module 2
Managers are Made, Not Born
- Managers Must Be Developed
- Management Skills Can Be Learned
- Managers Learn by Being Managed Well
- Create a Management Track
Developing New Managers – Module 3
Create a Management Track
- Clearly Define Roles and Competencies
- Provide Tools
- Identify Candidates Early
- Clearly Define the Management Track
Developing New Managers – Module 4
Define and Build Competencies
- Clearly Define Competencies Needed
- Identify Strengths
- Identify Development Needs
- Provide Development Needs
- Provide Development Opportunities
Developing New Managers – Module 5
Managers Learn Well by Being Managed Well
- Pair New Managers with Mentors
- Reward Effective Managers
- Emulate Effective Managers
- Create and Document Best Practices
Developing New Managers – Module 6
Provide Tools
- Provide Manuals and Policy Documents
- Empower New Managers
- Provide Support
- Provide Training and Development Opportunities
Developing New Managers – Module 7
Provide Support
- Encourage Peer Networking
- Establish Resource People
- Encourage Mentor Relationships
- Establish Regular Check Ins
Developing New Managers – Module 8
Identify Strong Candidates Early
- Development Begins Early
- Identify Candidates Early
- Identify Candidates Through Reviews
- Develop Those with Management Goals
Developing New Managers – Module 9
Clearly Define the Management Track
- Make the Path to Management Clear
- A Clear Track is a Guidepost
- A Clear Track Ensures Training & Support
- Succession Planning and Change Management
Developing New Managers – Module 10
Empower New Managers
- Making Decisions
- Asking for Help
- Support, Don’t Micromanage
- Continuous Growth and Development
Developing New Managers – Module 11
Provide Growth Opportunities
- Provide Continuous Growth Opportunities
- Create a Development Plan
- Provide Regular Feedback
- Encourage Mentoring
Developing New Managers – Module 12
Wrapping it up
- Words from the Wise
- Lessons Learned
You Can Expect...
- To learn how to empower promising employees through development
- To learn how to best work the transition from a non-managerial role to a managerial one
You Need This If...
- You have people with talent and potential
- You want to support people’s growth in the company towards a managerial position
- You need a plan to support growth and professional development
This Is About...
- Mentorship to create successful managers
- Responsiveness towards company growth
- Creating a Management Track
In-House Rate
Participants: 10 – 30
Duration: 2 days
Course Fee:
Level 10*
, per person
Includes: Manual, Certificate of Completion
* hover over the level link to see the actual price summary