First Time Manager

First Time Manager

It can be difficult to transition from an individual contributor to a first time manager. The transition to begin with is laid with risks and challenges, but is also a great learning experience and an opportunity to grow personally and professionally. Most first time managers are promoted to managerial positions without appropriate training, as a result of which, they deem to be ineffective in their job. The importance of training for first time managers, as they form their leadership paradigm and navigate their team, cannot be overstated.  

Leaders are those who others voluntarily choose to follow. If you show several characteristics of a good leader but fail to understand that leadership is a social process, it is possible you won’t get very far on your own. You may be respected and liked, but it will be challenging to achieve team or organizational goals. Even if you feel capable of handling your new duties, taking on a role of a first time manager might be daunting. It might be stressful to shift from concentrating solely on the quality of your own work to managing the work of a full staff. However, successfully managing your team and achieving success may be quite fulfilling. Some qualities are mentioned here: 

  • Learning Agility – This is the ability to know what to do when you are in a dilemma. If you have a quick mind or are able to shine in unfamiliar circumstances, you might already be learning agility. Anybody can cultivate learning agility through practice, experience, and hard work. Examine how good leaders are great learners, with strong learning agility to get started
  • Influence – Convincing people through logical appeals is yet another quality of a good first time manager. Influence is quite different from manipulation, and it needs to be done openly and accurately. It requires faith and emotional intelligence
  • Empathy – Empathy is correlated with job performance and if leaders show more empathy towards their subordinates, they’re more likely to be viewed as better performers. Empathy can be learned, and apart from making you more effective, it will also improve work for you and those around you
  • Courage – Courage is a key skill for first time managers as it can be hard to speak up at work, whether you want to give a new idea, provide feedback to a subordinate, or show concern for someone above you. Instead of avoiding problems or allowing conflicts to grow worse, courage helps leaders to step up and move things in the right direction
  • Respect – Respecting people is one of the most important things a new manager can do. It will lower tensions and conflict, build trust, and improve effectiveness. Try to cultivate a climate of respect at work

These qualities of a good first time manager might not appropriately describe you. There are several ways to improve on your leadership capabilities, including all these core skills. 

Each of us approach leadership from a different perspective based on our psychological make-up, intelligence, education, and experience. We have learned through experience what it means to be a first time manager, and most likely, we got our first taste of it when we were young. It is quite evident that the best way to learn to lead is by actually doing it. The most effective managers work hard to acquire the abilities that will enable them to lead well. You may take the necessary action to maximize your own potential by looking at the set of traits that all effective managers share. 

In order to fulfil their duties as a leader, first time managers must make difficult decisions, such as choosing between conflicting demands. However, what really complicates matters is the fact that people are a crucial component of achieving the goals. Leaders frequently have to overcome obstacles, orient their followers toward challenging objectives, and work to find common ground with opposing viewpoints. 

New managers must drive their leadership talents in new ways if you want to develop as a leader, which could be intellectually and physically challenging for you. While your outgoing personality or your positive attitude may have helped you land your first leadership job, you may want to work on honing your analytical skills to be more successful in your next role. Given that “with power comes tremendous responsibility,” it should go without saying that a leader should work to improve their skills through manager training programs. This suggests that, for instance, you may need to strike a balance between the skill of situational analysis and motivating the troops when the synergy is flagging. 

Managers should be able to show that they have a thorough awareness of their organization and where it fits into the market. New managers who keep themselves engaged in networking opportunities and continue to develop their abilities through training and workshops provide a positive role model for staff members who want to stay informed and active throughout their careers. The best managers are dedicated to getting outcomes, but they also recognize the particular difficulties and requirements of their team members. 

As a new manager, you want to do everything in your power to encourage and support your staff. This entails acquiring the abilities, traits, and attributes required to effectively manage your team and motivate them to produce their best work. 

A leader is someone who leads a business or a group of people. Apart from monitoring, a leader guides people in the direction they want them to proceed. They are excellent at making decisions that benefits the group as a whole. Good first time managers solve problems and take up responsibilities so they can concentrate on growing the business.  

Characteristics of a Good First Time Manager

While successful leaders may display these leadership skills to varying degrees, all good first time managers utilize at least some or most of these characteristics. Together, these skills make up the foundation of leadership. 

  • Integrity – Integrity is especially important for top-level executives who are drafting the organization’s course and making numerous other significant decisions
  • Ability to Delegate – Delegating effectively is an important responsibility of a leader. The goal isn’t just to get free, it’s also to enable your subordinates, promote teamwork, provide liberty, lead to better decision-making, and help your subordinates grow. To delegate, you also need to develop trust with your team
  • Communication – Effective leadership and effective communication are associated. You need to be able to communicate with a wide range of people in different ways, from giving information to coaching your people. The effectiveness of communication across your organization directly influences the success of your business strategy, too. See how better conversations can actually improve your organizational culture
  • Self-Awareness – Self-awareness is an important characteristic of a good first time manager. The better you understand yourself, the more productive you can be. Find out how other people view you, or how you show up at work. Take the time to learn about the aspects of self-awareness, and how you can explore each component
  • Gratitude – Being grateful can make you a good new manager. Gratitude can lead to higher confidence and also reduced depression and anxiety. Few people say “thank you” at work, even though most people say they’d be willing to work harder for an appreciative boss. Try to thank people and practice more gratitude in the workplace

Leadership is a skill that can be developed and molded through continuous learning and adaptation. In other words, you can strengthen any of these skills if you’re willing to grow and put in the time and effort towards self-improvement. Similarly, organizations can help their first time managers sharpen these skills through leadership training for managers and real-world experience. 

Approachability is key to building relationships and creating a strong team in which trust, confidence and ideas can flow. When first time managers are approachable, team members do not hesitate to come up with their problems. They are not scared about being knocked back because they know their manager will listen to their suggestions and will also consider them fairly. Approachability is about being attainable, breaking down obstacles, having proper body language, and using the right language and listening skills.   

Businesses, much like people, have characteristics and personalities. Leaders who are approachable are easy to talk. They can be warm, pleasant, and gracious. Being approachable means making others comfortable so that they can perform better. Approachable managers have more knowledge, know things much earlier, and inspire others to do more things. Employees just like to have them around. Some characteristics of first time managers being approachable are :-

  • You start – Being approachable means, you have to share the information first. You have to make the first few minutes comfortable for the other person or group so they can accomplish what they have come to you for
  • Listen – Approachable people are very good at listening. They don’t judge instantly. They listen to understand. They summarize what the other person has said to show they understand. They nod. They may make notes
  • Sharing – Approachable people pass on bites of information they think will help people do their jobs better or broaden their perspective. Disclose some things about themselves that people don’t need to know to do their jobs, but which will help them feel valued
  • Personalizing – Approachable people work to know and remember important things about the people they work with. They talk to people they work with about things that need not be necessarily social. The purpose is to make common ground and connections
  • Watch Actions – New managers who are approachable appear and sound open and relaxed. They smile. They are calm. They keep eye contact. They have an open body posture. They speak in a pleasant tone

It would be beneficial for the first time managers if the company focus on continuous learning and development, rather than one-time managerial training. It is important to be approachable because it is an essential skill that is expected of managers by their employees and it gets more important as you climb the ladder into leadership positions. 

The need for growth is essential and ought to be unavoidable. Responsibility and expectations accompany growth and promotion. An employee faces several challenges as they go up the corporate ladder from an individual contributor to a manager. Transforming a character focused for personal accomplishment into a setting where the success of the team is vital is one of the biggest challenges. In the beginning it might be somewhat scary to manage a team or an additional employee. Since there isn’t always a single way to lead, many first time managers are unsure of where to begin. Although transitioning into management can be quite a learning experience, it’s also a fantastic opportunity to improve as a manager. 

Here are some common problems that new managers run into: 

  • Task-Orientation vs. People-Orientation 
  • Self-leadership versus leadership of others 
  • Team versus organization perspective 
  • Individual performance versus team performance 
  • Strategic versus tactical (long-term versus short-term) thinking 
  • Instead of doing the work yourself, delegate
  • Assign tasks to be completed rather than delegated to develop (area of challenge versus area of strength)  

New managers could find it challenging to adapt to the evolving demands of their position and resolve these conflicts. It is crucial to give first time managers the necessary tools to succeed so they can handle the responsibilities of the position.   

Why Train First Time Managers? 

The development of cohesive and effective teams could be achieved by investing in the management development programs. Being in charge of a team and responsible for its performance is a tremendous job that calls for a variety of skill sets for a first time manager. 

A company greatly benefits from new manager training on separate levels. For both organizations and individuals, team leadership training is essential since it contributes to the organization’s success by identifying potential employees and providing training. Individuals can improve abilities like strategic thinking, engage in change management, and plan and organize successfully by undergoing leadership training for managers. Training helps leaders harness the strength of the team, allocate tasks well, and mentor staff members to create a strong team. A manager that excels personally is better equipped to communicate with others, handle difficult circumstances with emotional intelligence, and develop strong facilitation abilities.  

A managed and cooperative climate inside the team, which promotes organizational progress, is ensured by training first time managers. They acquire the skills necessary to strike a careful balance between tasks and people. 

It is imperative that new managers are able to successfully navigate the challenges that lie ahead in the future. As an individual contributor transitions to a managerial position, one still needs to be able to perform their own duties while simultaneously supervising others.   

However, managers who are new to the role frequently fail to fulfil their duties due to the difficulties they face, which include:  

Leading Former Peers

It is often challenging for first-time managers to transition from being a friend or colleague to becoming a manager, all while maintaining positive personal relationships and earning respect. As part of the new skills needed, managers must be able to influence others, manage and coordinate employees who are not under their direct supervision.  

Driving Team Achievement

It is particularly difficult for first-time managers to lead and guide their teams when directions and expectations are unclear, a challenge that is amplified when managing hybrid teams. Among the new skills needed are the ability to provide direction to team members and monitor their work so that deadlines are met, the ability to build and lead a team, and the ability to maintain or enhance team chemistry.    

Leaving behind the individual contributor paradigm

First-time managers are often promoted for their outstanding performance as individual contributors. Despite making significant contributions on their own, individual contributors may not necessarily possess the characteristics of a successful leader. New managers require appropriate training as a result.  

Identifying and Filling Skill Gaps

Developing your emotional intelligence will help you identify your own strengths and weaknesses, which will help you become a better leader as you learn to identify your own strengths and weaknesses. As a first time manager, it is common to have strong technical skills that were developed while working as an individual contributor for many years, but one cannot go so far without appropriate soft skills.     

In spite of the fact that being a first-time manager can present a number of difficulties, it can also provide an excellent opportunity for leadership development. If you are confident in your abilities, are passionate about what you do, and are willing to take the time to learn on the job, you will be able to overcome any challenge with ease and become an effective leader.   

All good first time managers require some basic leadership skills to help them positively associate with team members. Whether you’re starting out in an elementary position and wanting to move up the career path or you’re searching a promotion, your team management skills will be among your most valuable investments.  

Some Leadership Skills –

  • Communication – As a leader, you must have knowledge of all forms of communication, a major part of which involves listening. You should always be available to discuss your team’s problems
  • Motivation – Leaders need to inspire their workers to go beyond expectations; just paying a good salary to employees is important but not enough motivation. You can motivate them by building their confidence through recognition and rewards, or by giving them new responsibilities to increase their contribution in the company
  • Delegating – New managers who try to do everything by themselves often fear that assigning tasks is a sign of weakness, when in reality it is a sign of a strong leader. A leader needs to identify the skills of each employee, and assign duties accordingly
  • Positivity – Small acts like asking employees about their vacation plans can create a positive atmosphere in the workplace, and raise confidence among staff members. Employees work in a positive environment will be more willing to put in extra effort when needed
  • Trustworthiness – Employees should feel comfortable in their leader’s presence. Employees will only trust leaders they respect. By being accessible and honest, leaders will encourage the same sort of honesty in their employees
  • Feedback – Leaders should provide regular feedback to team members about their performance. Employees will also respect a leader who provides feedback in a clear but compassionate way
  • Responsibility – If employees see their leader finding faults and blaming others, they will lose respect for him. First time managers must accept mistakes and failures, and then find solutions for improvement
  • Flexibility – Leaders need to be flexible, embracing whatever come their way. Employees will appreciate your ability to accept changes and creatively solve problems. Leaders must be open to advice and feedback.  Employees will appreciate a leader’s ability to accept suitable feedback

A new level of self-awareness is required for first time managers. They must be conscious of their interpersonal interactions, how their personalities mesh with the team, and how their deeds and feelings affect a larger group of individuals. 

First-time managers need to create clarity of purpose and responsibility in order for them to function properly. The purpose of management training programs is to specify the role of a manager and to develop skills to make the transition organically seamless. This is for individuals who are in the process of becoming managers for the first time. Strengthscape’s program for first-time managers covers the following competencies:   

  • Managerial Communication – Managers serve as a communication conduit between management and foot soldiers, de-escalating interpersonal conflicts among members of a team, and sensing the mood of the team as management’s eyes and ears. The ability to influence and communicate effectively is required to accomplish this
  • Human Psychology – It is the manager’s primary responsibility to get the work done by others, so he or she must be able to decipher what drives people and what stresses them. In order to create a productive work environment, first-time managers require an understanding of their employees’ emotional and professional needs
  • Developing People – Managers have a significant impact on the work environment in which employees operate. Direct reports must be able to facilitate skill development through objective performance feedback and engagement that builds confidence and commitment. This is where coaching skills can assist managers in developing the skills, talents, and productivity of their team members
  • Building Team – A manager must be able to motivate and excite their teams. To accomplish this, it is not enough to understand each individual’s strengths and weaknesses, but also to share one’s own vulnerabilities, to promote mutual trust, and to establish communication channels. When a team works well, each member can call out the unproductive behaviors of the other and encourage them to work toward a common goal
  • Managing Teams – First-time managers often face the dilemma of what to delegate and to whom. Managing upwards and investing time in developing staff is critical for managers to know what responsibilities they should delegate. The ability to delegate appropriate tasks enhances managers’ effectiveness, improves their teams’ performance, and develops team members
  • Driving Results – Managers are responsible for solving problems and driving the achievement of business objectives in their organization. There must be both a methodical and a creative approach when it comes to identifying a problem in the workplace

Leadership training for managers is highly essential for individual contributors to make their transition into a new manager, a smooth and structured process, and continue to develop into effective leaders. 

Management training programs make first time managers more successful in their jobs and capable to motivating their employees to success. You may increase the success of your business and have an impact on the morale of your entire staff by prioritizing managerial training and making an investment in it. 

The organization promotes some of the top-performing individual contributors to management positions every year in the hope that they will continue to succeed in their new positions. However, it has been observed that the enthusiasm displayed while announcing these promotions is not always accompanied by the thorough assistance and advice needed to help them through this significant shift in their careers. It is important to understand the elements that are crucial to making sure that the investment on training first time managers is maximized and that there are no last-minute hazards. 

Despite the contrary expectations of leaders that newly promoted managers are aware of the responsibilities that come with their post, majority first time managers lack the necessary training to be competent on the job. A manager is expected to succeed because of the influence they can have on the team. A lousy manager could produce issues like unproductive employees. Poor management can lead to low production levels, a lack of engagement, and discontent. Companies spend a lot of money treating these problems. A large and wasteful staff turnover happens when employees reveal they left a company because of a terrible supervisor. This could result in losing top talent and also more expensive to replace. It’s crucial to invest in leadership training for managers since they serve as the bond that holds a company together. Your managers are there to guide and inspire your teams.  

Everyone could benefit from manager training programs to enhance their leadership and management skills, even if your managers may have accumulated a wealth of expertise over the course of their lives to execute their duties. In the workplace, managers frequently spend money on educating their staff, but what about spending money on themselves? As management is the glue that ties the firm together, failing to train first time managers and boost their motivation can have a negative impact on morale and innovation within your organization. Identifying and resolving potential workplace conflicts before they escalate is the main goal of management development programs 

When it comes time to promote someone to the position of a first time manager, high-performers who are ambitious and want to advance are usually first on the list. Most likely, these new managers will not have all of the necessary abilities right now. It is critical to be able to identify the ideal person to transition into a first time manager, but it is also critical to assist them in becoming the talented leader that the business requires.  

Training Topics for Managers

Leadership training for managers is essential for teaching numerous skills and strategies to a new manager. Beyond the focus and style of your training, start with these topics for training first time managers:  

  1. Industry-specific regulations: It is impossible to avoid educating new managers in the industry-specific rules that apply to your firm. Even seasoned managers may require a refresher course, particularly in areas that are tightly regulated and constantly changing. Consider geofence-based push alerts for managers who work on job sites away from the office, or other forms of microlearning that may be accessed as required.
  2. Creating an inclusive workforce: An inclusive workplace acknowledges and celebrates the uniqueness of all employees. It also emphasizes the notion that employees in this sort of workplace are happier, more productive, and more inclined to stay. In order to foster diversity in the workplace, new managers need be trained in the nuanced art of doing so.
  3. Conflict resolution: Conflicts can develop when workplaces evolve and grow more diverse. While disagreement can be difficult to manage and settle, the agreements achieved can actually and eventually benefit the organization. For this to happen, managerial training must incorporate conflict resolution.
  4. Hiring and firing: Although your human resources department is in charge of recruiting and dismissing, good managers are frequently involved in this as well. Your firm has processes in place to hire people and let them go as necessary. Make certain that new management training includes a review of these procedures. Less experienced managers might also benefit from training on how to interview and hire new staff.

Implementing excellent training solutions for your new managers is a wonderful approach to teach effective habits to your staff. As a consequence, you may anticipate greater productivity and job happiness. Using these topics for training managers in these abilities will have a huge impact on your business. 

Even if a person is good at their work, becoming a first time manager necessitates the acquisition of totally new abilities. New managers are no longer just accountable for themselves; they must now manage a complete staff. The good news is that there is a recipe for making the transition to a new management go far more easily than “throwing them into the ocean to learn how to swim”.  

Participating in leadership training for managers makes you aware of the requirements of your workers as well as the critical variables that drive the company’s efficiency and production. Appropriate management training helps to create confidence to approach challenges with clarity and the abilities necessary to identify and implement quick and effective solutions. 

Some training topics for first time managers are: 

  1. Emergency procedures: When it comes to workplace safety, new manager training must contain your company’s plan of action. What protocols are in place in the event of a fire, natural calamity, or active shooter? Don’t expect your new manager to instantly understand how to handle staff in crisis situations. They should be provided the tools to become effective leaders.
  2. Identifying training needs: Good management training programs assist new managers in identifying knowledge gaps in their workers. This entails either educating new managers to do a training needs analysis or assisting them in identifying training requirements and collaborating with instructional designers to fulfil those needs.
  3. Accessibility requirements: Nowadays, all employees must have access to training. Manager training should include what training accessibility standards exist, as well as how a company’s eLearning can fulfil the needs of all workers. Even if first time managers are not in charge of developing or providing training, it is their responsibility to guarantee that their workers’ training needs are satisfied.
  4. What it means to manage: Your first time manager was probably hired because they have shown their management skills, but what about new managers with little experience but a lot of potential? Their management training may need to include topics such as time management, the best method to assign work, and how to create trust and respect among staff.

New managers will acquire a number of hard and soft talents over the course of their life that will aid in defining their career path. They might need more training if they want to move up to the management level.  

There is no sprint when it comes to identifying and nurturing effective future leaders, and your business will reap the long-term benefits in the long run if you invest in long-term training approaches that prepare first-time managers to take on key leadership roles in the long run. Managers who are talented will own a job and develop relationships with others in order to have a positive influence on the organization. Identifying leadership potential early and implementing methods to help it develop are essential components of any long-term people strategy. As a result, leadership training for managers is becoming increasingly popular. Organizations can boost their bottom line with better leadership techniques.   

A well-trained first-time manager is capable of developing novel ideas and bringing new insights to the organization. As a result of these characteristics, organizations are more efficient and focused on meeting the needs of their customers. A competent leader increases employee morale and communication. Their responsibilities are assigned more efficiently and activities are managed in a manner that meets operational objectives.  

Here’s how training for first time managers can be carried out: 

  • Identify and Nurture Promise: Establishing a baseline is crucial to determining a candidate’s leadership potential. While some employees enjoy completing tasks and following instructions, others may show signs of higher ambitions for exceeding their expectations
  • Help Them Build a Network: It is important to encourage aspiring leaders to attend managerial training programs and to communicate with employees beyond their usual sphere of influence. When the time comes to assume the role of manager, they will possess the necessary people skills and contacts
  • Make accountable: In order to evaluate the performance of team members and determine whether or not goals have been met, as well as to develop new objectives, it is essential that monthly review meetings be held
  • Support their growth: It is important to recognize and support first-time managers. As not every team member possesses this potential, it is up to the manager to identify and prepare those who do. If an opportunity for advancement arises, managers must also be prepared to release their team members

Training first-time managers is a continuous process that requires both the company and the managers to make continuous efforts to ensure that it is successful. In order to develop first-time managers, it is paramount that they think like leaders.    

Being a productive team member and assisting others in doing the same are two completely different things. To lead an excellent team, one must possess and demonstrate a different set of abilities. When someone takes on the role of first time manager, they draw from their personal knowledge and experience. Being a competent manager is a skill, and if practiced properly, it can be favourable for the individual, the team, and the organization as a whole.   

For new managers, the change in roles entails fostering empathy, controlling emotions, directing and mentoring others, investing in their personal development, and foreseeing difficulties. Some abilities are innate, some are picked up gradually, and some take effort and time to develop. Managers have traditionally been prioritized for development by organizations. It is essential that managers receive training through specialized manager training programs in both behavioural and functional management abilities. This would allow them to be more effective and as a result, the company and team would be more productive.   

First time managers must take part in training courses that lay stress on supervision, simulations, and fundamental managerial abilities. A manager may be required to lead and delegate, foster a motivating environment, resolve conflicts, establish goals, and offer helpful criticism as part of this process. Self-assurance, assertiveness, persuasive abilities, and emotional intelligence are all covered in addition to planning and organizing. An emphasis is placed on helping first time managers work through their problems, identifying the components of individual benefactor that doesn’t apply to their current duties, and helping them grow as managers. In order for each ability to be mastered and used, managerial training programs for new managers are often longer, spanning from a minimum of three months to twelve months.  

It’s a big responsibility to develop the skills to execute everything, thus HR executives should help new managers through the transition so that they are capable of inspiring their employees to perform at their highest level. The key to a manager’s success is their ability to navigate the catch-22 between managing well and pushing the team harder for outcomes. Even if you feel capable of handling your new duties, becoming a first time manager might be overwhelming. It might be stressful to shift from concentrating exclusively on the quality of your own work to managing a whole team. However, effectively managing your team and achieving success can be quite rewarding. 

The growth of the employees of an organization is the growth of the organization itself. Any efforts taken on the development of the employees and the managers bring out direct outcome through increased productivity of the organization. If you run an organization and you spend effectively on the development of your employees, then you are benefitting your organization for the long-term. Another very crucial step is developing your first time managers 

When an individual is either promoted to the position of a manager or a new candidate is brought in as a manager, there is a dire need for their training. Developing your first time managers is not a futile task, rather it is a kind of deferred investment. It is important to focus on your workforce and to conduct workshops and managerial training sessions that further develop the skills and abilities of your workforce. They bring with them new leadership patterns, team building exercises and new strategies. It is, henceforth, essential to train them accordingly. 

Developing your first time managers is not a very hectic task. It can be systematic and broken down into simpler principles to be followed throughout. Nonetheless, there are certain critical points that you should keep in mind while developing your new managers –  

  • Open Communication Channel – Developing your first time managers involves a clear and open communication channel with them so that they do not hesitate to contact the authorities and devoid themselves from committing grave mistakes
  • Feedback System – Developing new managers efficiently would require you to conduct regular feedback sessions. Such sessions should include your feedback as well as the feedback of the first time manager
  • Clear and Accurate Knowledge – It is imperative that your managers are well aware of the objectives of the organization. Any deviation in knowledge can lead to mistakes, not just from the end of the manager but also from the end of the team. Therefore, while developing your first time managers, you should test their knowledge regarding the responsibilities and duties and rectify if there is any misinformation

There are many ways through which you can train your managers. It depends on the resources and the objectives of your organization to create a schedule for developing your new managers. It is generally recommended to take out sufficient time and adequate resources for developing them as this development would further benefit the performance of the organization. 

Getting to the top of the corporate world necessitates both personal and professional development. With focused leadership development exercises, growth occurs rapidly. The pillars of growth of every first time manager are dedication, commitment, and continuous skill improvement. Training and development for managers can be enhanced by indulging in some activities: 

  • Immersive Team Experiences: First time managers can benefit greatly from team building exercises. Immersive team experiences allow participants to pick their activities, making them an ideal platform for managers looking to change habits
  • One-on-one Impact Coaching: While team programs have their benefits, leadership training for managers may help first time managers improve quickly. Empowering them with impact coaching may be one of the most important leadership development activities since it teaches you how to lead by example
  • Workshops on how to deal with Resistance: When coworkers, other leaders, or clients disagree with the management style or goals, they create major impediments. It is important to learn to deal with these challenging conversations in a constructive manner
  • Simulations on Making or Implementing Important Changes: In every business, change is unavoidable. It promotes professional development, which is why first time managers must understand how to execute changes successfully while avoiding needless disruptions
  • Keep Work Flowing: Inefficient training disturbs workflow. Workflow management and leadership courses frequently concentrate on concepts and ideas. A participant-driven simulation may be a fun and dynamic method to learn how to get results
  • Application of Different Thought Processes: First time managers who flourish are able to work easily in the approach of others. They learn to change their methods of thinking through specialized management development programs that focus on how you really alter your actions in certain leadership circumstances
  • Employee Recognition and Rewards: Building on the talents of peers and team members while knowing how to identify and reward them is the key to establishing the circumstances for performance as a successful manager. Taking a leadership course on recognizing and rewarding others’ abilities is a smart idea
  • Be Creative: Managers who think creatively are more likely to succeed. Manager training programs enhance this particular talent of a leader. Training and development activities for creativity opens the door to new approaches to old challenges. 

To properly train your first time managers, you need a participant-driven learning experience in which the leader is an active participant, selecting their actions and receiving insight through correct feedback. 

Organizations have realized the importance of taking people along as one of the major competencies that a first time manager must inculcate. Managing people effectively is a differentiating factor between average performing teams and high performing teams. Organizations should create a formal learning mechanism to develop first time managers to help them deal with the challenges that they may face.  

Focusing on some key areas will help managers address most of the challenges – 

  1. First Time Manager Growth is essential and it needs to be inevitable too. As people move up the ladder of succession, there are dilemmas and challenges those individual contributors often face. The biggest obstacle is moving someone with a focus on personal success to a position where team success is the priority. Managerial training programs aim to bridge the gaps that a new manager often faces, and focuses on managerial development at three levels: Personal, Organizational and Team Excellence. 
  2. Being Assertive – Most people think that leaders are most effective when they are assertive. Being assertive often comes with a negative connotation. Strengthscape’s first time manager program is designed to enable managers to recognize the importance of being assertive and use this skill to get the work done. The application of certain techniques is necessary for assertiveness, which when developed and applied, can assist new managers in effectively managing their teams.  
  3. Stakeholder Management As one goes up the ladder of hierarchy, conversing with stakeholders becomes an imperative part of the job role. It can get taxing when you have so many stakeholders to maintain a relation with. It is a game of prioritizing. The training program offered by Strengthscape will help you critically identify, analyzing their needs and planning and implementing action to keep them engaged. 
  4. Psychological Safety Research has proven that teams with more psychologically safe environment bring out the best performances. This enables the employees to remain engaged and gives them the freedom to take up risks and challenges. Managerial training program focuses on the development of team cohesiveness to enhance their productivity and understand individual priorities and provide personalized high-performing environment. 

If these factors are leveraged, organizations will have a clear definition of a first time manager. It will help in creating effective methods of aligning individuals and teams to organizational goals and practice behaviors that promote a high trust and collaborative approach. 

Core competency training is something every organization must encourage and implement to stay competitive in their field. Without this training facility, it may be difficult for first time managers to extract the best out of employees and keep the organization healthy and competitive. Every organization requires employees and leaders with the right attributes, skills, and positive behavior. It is only when these boxes are ticked; new managers are able to meet the needs of organizations, irrespective of their role or job.  

Timely and adequate training for employees, new managers and leaders helps in improving their core competencies that will not only help give a new shape to their careers but also help increase the profitability and success quotient of the organization. Organizational agility is among many things that one can benefit from these training. Let us find out how!  

Organization agility is an extremely important competency because it helps identify and execute all procedures that are necessary for responding to opportunities and risks that are usually in-line with the overall strategy of an organization. It is extremely important for all organizations to stay abreast with the opportunities and threats that come their way and that is created by disruptive market changes and customer demands. Organizational agility helps first time managers to anticipate the changes in their business environment, and also change their direction and bring out new initiatives to help achieve competitive advantages and eliminate all possible risks. 

Manifesting organizational agility at the workplace is always a good thing. Thankfully, there are some easy ways first time managers can go about it. First, they need to get an honest assessment done. Find out the reasons why you aren’t skilled enough to get the things done effectively and smoothly. Second, try shaking things up a bit. If the thing you have been doing is not working, then try something different. As a first time manager, asking for things may not necessarily help. Instead, you need to find a common ground where help can be provided. 

Organizational agility may be lacking in you as a first time manager when you fail to get things done beyond your zone. Management development programs for first time managers are beneficial because they help them improve their organizational agility. A skillful manager, for example, will be knowledgeable about how the organization will work, understands its culture and the reasoning behind important procedures, practices, and policies.  

Managerial training for first time managers is so common that we seldom ask if management can be taught and if managers born or made? Do managers have a set of abilities? People assume that management can be taught and thus each year thousands of management courses are taught. By assuming that people can learn the attitudes, skills, and knowledge associated with good management practices, companies have raised the calibre of managers. They have also helped to spread the notion that effective management abilities are very much possible. 

Managerial training for new managers is all about liberating the manager within each one of us. We do know that those who are most successful at bringing out the best in others are those who set achievable goals and believe that they can develop the talents of others. Management training for new managers is all about continuous learning. First time managers must see all experiences as learning experiences, not just those sessions in a formal classroom or workshop. It is been rightly said that you never conquer team as a new manager. You defeat your own worries and scepticism. Here are a few pointers which your new manager training should have in order to make them better:  

  1. Effectiveness in meeting job-related demands 
  2. More successful in managing upwards 
  3. Creating higher-performance team  
  4. Fostering renewed loyalty and commitment  
  5. Increase motivational levels and the willingness to work hard 
  6. Reduce absenteeism, turnover, and dropout rates 
  7. Possess high degrees of personal credibility  

Having a psychometric assessment attached to your managerial training for new managers does wonders to your training. To suggest a few – one must consider making use of Everything DiSC Management Profile or Central Test’s CTPI-R report. Both these assessments assess the managerial potential of the participant both in qualitative and quantitative terms respectively.  

Since most new managers today are millennials, they have their own specific ways of learning. They want their management training to be personalized, on-demand, mobile, coaching-based and of course, crisp. Possibly this is the reason why many managerial training programs for new managers are evolving in the ways of delivering – some are hosted on-demand, some are AI- powered etc.  

Therefore, promoting an individual contributor to a first time manager is easy but developing them through management training is bit complex because people are different and so are their learning styles.  

Goal setting for first time managers assists them in staying focused on what is genuinely important. A leader who is setting goals must have a bigger picture in mind and a vision of where they want to go. Setting large, intriguing, or even virtually unachievable goals keeps the leader motivated throughout time, as well as giving the firm a sense of purpose. Setting objectives for your managers is a smart move to boost output and produce measurable outcomes. Professional growth benefits both you and your managers. When specific objectives are met, your team as a whole performs better because of improved retention, productivity, and communication.  

Leaders need to perform several duties, which come with a lot of problems: juggling a busy schedule for both their personal and professional life, years of relentless grinding, the risk of burnout from overworking, and assuring the company’s overall performance. A first time manager must be able to complete all of these things on his own. He himself is responsible for ensuring that the leaders are committed and driven to accomplish their jobs. In reality, a leader would be responsible for his employees’ motivation and engagement.  

Setting goals is a long-term process that must be updated and revised on a regular basis. Failures and setbacks can demotivate and throw you off track. However, by cultivating a practice of goal-setting and consistently reminding yourself of the ultimate big-picture vision, you can nurture and keep your fire burning all winter long. In order to put this into effect, a new manager should define the most significant and largest aim. On a daily basis, remind himself of that goal. In the face of hurdles, he must constantly alter his tactics and strategies in order to achieve his aim.  

The relevance of goal-setting extends beyond an individual’s effectiveness as a leader; it also has an impact on the company’s overall performance. Goal-setting improves staff productivity. Our management style is often antiquated and destructive to the company’s efficiency, as firms and teams struggle to get employees to be more efficient.  

Leaders empower employees by goal-setting: as long as you deliver the product on time, you have the freedom to select how, where, and what you work on. To put this into reality, a first time manager must first recognize the negative consequences of stress on creativity and problem-solving skills and empower employees by allowing them to create their own goals. 

Ambitious and engaging goals provide not only the first time managers with endless inspiration, but also the entire nation and enterprise with a feeling of purpose to overcome obstacles. It is the responsibility of first time managers to instill a sense of direction in the organization, where they are going and why it matters. Personal goal-setting is one of the most effective ways to communicate a manager’s ambition to the public. In order to put this into effect, a new manager should. 

  • Define a clear, explicit, big, and compelling vision that will serve as the ultimate, unchanging aim 
  • To create a sense of urgency, break it down into smaller goals with a defined deadline
  • Define impediments and devise strategies for overcoming them in order to guide execution toward the ultimate goal

How To Set Leadership Objectives?

  • Establish Your Objectives – Make a list of all the objectives you have or want to achieve within a specific time frame. Consider questioning your team to find what they want to achieve with their goals. Make a list and be thorough with it
  • Use the S.M.A.R.T. System to Evaluate Your Objectives – Goals that are specified, measurable, attainable, relevant, and time-bound are known as S.M.A.R.T. goals. Look over your list of goal possibilities for those that describe exactly what the goal is, have distinct and quantifiable results, are doable with current resources, are tied to current tasks, and are accomplished by a specified date
  • Determine Priority Goals – Once a first time manager has compiled a list of objectives, they need to prioritize them. Consider the viewpoints of all team members. Reorganize your list, starting with the most important aim. Make sure that your top priority goal is the one that you must either execute as soon as possible or that you know will have the largest influence on the team
  • Inform Your Team of Your Goals – The final step is to inform your team of your new goals and provide instructions on how to achieve them. Plan a meeting to announce your objectives, and address any questions or concerns they may have

Setting goals is critical for any first time manager. Knowing how to set goals is a highly effective skill worth mastering. It will not only help the manager focus and stay motivated, but it will also help the team’s efficiency and morale to rise and endure through difficult times. 

Organizations lay emphasis on core management skills and competencies of their employees as they alone can guarantee success and ensure the future of the company is on the right track. Without right skills and competencies at their disposal, it would virtually be impossible for employees, including first time managers, to achieve the objectives laid down by the company management. This need also explains why organizations of today are keen to invest their time, money, and energy in designing and executing training sessions for the improvement of competencies and skills of their employees and first time managers. 

Different job roles come with different set of responsibilities. It is, therefore, important for first time managers of organizations to equip themselves with suitable skills and competencies or undergo new manager training to improve themselves. Personal learning is among key competencies first time managers require, to bring about positive changes in their organizations. 

First time managers need to exercise their ability to learn new things if they are to survive in this constantly changing world. This is where personal learning competency comes in handy. Without which, even a seasoned manager will find it tough to face the challenges and come out with solutions. On the other hand, a manager with abilities like personal learning will not only survive but thrive.  

If you were to demonstrate your personal learning ability at the workplace then you must learn how to observe things around you and hone your listening capabilities. For example, you need to watch out for the reactions of people when you’re saying something. Also, you can seek feedback on things you are doing and even after it. You can even consider choosing a few people who can observe you closely.  

Personal learning skills may not be your thing as a first time manager if you find it hard to adapt or change according to your situation. Also, if you find yourself adjusting to others’ beliefs or actions, then it could mean that your personal learning skill may not be up to the mark. On the contrary, if you learn how to adapt quickly to managerial, interpersonal, and personal behavior, then it will help improve your personal learning ability vastly. To have core management skills and competencies like personal learning working for you, you constantly need to seek feedback and be sensitive towards changing requirements and demands and adjust accordingly.  

Disapprovals, often known as paradoxes, are issues that disobey logic and sound business judgment. They can be heartbreaking, challenging to comprehend, and seem like an impossibility to overcome. These demands are present in every facet of organizational life. Two opposing concepts or ways of thinking can coexist in a paradox in the business world. However, in order to learn, develop, and benefit from paradoxes, new managers can deal with them successfully. 

The ability to adapt perspectives and behaviors when you move from a discussion to a consumer complaint to an administrative error and adjust your procedures is necessary for dealing with paradox. Those who can best deal with paradoxes have the capacity to think and act in seemingly incompatible ways simultaneously or when switching between tasks. An organization must be able to enthrall and keep employees otherwise it would fail. It must also control people’s conduct or it won’t be able to accomplish anything. When two seemingly contradictory but linked elements emerge at the same time, they are said to be in a paradox because they make no sense and are illogical. To ensure long-term effectiveness, first time managers must address tensions concurrently.  

Paradoxes are two ideas or mindsets that are completely opposed, yet co-exist in the business environment. If you want to succeed as a first time manager, you have to know the art of dealing with paradox. Management becomes an art when dealing with paradoxes and managing opposites. It calls for an entirely new set of talents and a different perspective than traditional management attitudes. It is a novel approach to management for many. Paradoxes, sometimes known as polarities, are conundrums that can be overwhelming, challenging to comprehend, and appear to have no solution. All aspects of organizational life, including leadership, teamwork, structure, and internal conflict, exhibit these tensions. First time managers can better understand how handling paradox affects a leader’s success with the use of research and managerial training. People who can deal with paradoxes perform better than others. 

Selecting one side of a dilemma and approaching it as a problem to be solved only leads to problems, frustration, and other undesirable outcomes. A paradox must, instead, be balanced. To address it, we must adopt a new perspective, fully comprehend all sides of the issue, and hold both polarities to be true. Understanding paradox management is a game-changer. First time managers who control paradox perform better than those who don’t. 

Engaged employees are very dedicated to their work. A large part of employee engagement is driven by managers. Few managers spend time on creating a motivating and engaging environment for the employees may be due to busy schedules and other work priorities. Employee engagement is even more difficult for first time managers because the transition requires much effort. Nevertheless, employee engagement for first time managers holds the same meaning and value as for their experienced counterparts. 

To enhance employee engagement first time managers can follow a few tips: 

  • Communication is Key – Any healthy relationship is built on two-way, constant communication, which can occur through any media and is associated with greater involvement. This can be encouraged by creating team rituals such as regular meetings, giving constructive feedback, and collaborative meetings where everyone is given a fair amount of opportunity to present their viewpoint. Open communication creates a foundation for the team to grow in vulnerability-based trust, which raises employee engagement levels
  • Clear Goal Setting – If the goals are unclear, performance management can become frustrating. First time managers should communicate in a direct, concise, and persuasive manner and allow no opportunity for misunderstanding when establishing goals. Instead of managers who struggle with goal setting and performance management, those who succeeded at it produced an engaged staff
  • Leverage and Build on Strengths – Instead of addressing an employee’s faults, focus on developing their strengths. Employees learn more quickly, perform higher-quality work, and eventually become more engaged when their managers place an emphasis on their abilities. Additionally, highly engaged workers were those who firmly felt that their supervisors should use their abilities. So, next time you have a performance conversation, you are delegating or giving feedback, focus on strengths and create a plan to leverage them for higher performance
  • Enhance Team Cohesiveness – Employee engagement for first time managers and even the experienced ones mean enhancing the five aspects of Patrick Lencioni to increase team cohesion which eventually makes the members of the team highly engaged
  • Be Emotionally Connected – Employees that sense an emotional connection to their superiors are highly engaged. Focus on your employee’s growth, development, recognition, and trust to create that emotional connection. Make your employees feel appreciated. Promote a team culture that fosters these drivers and hence make your employees more engaged

First time managers should follow these tips and increase employee engagement within their team. 

A manager’s management style is influenced by his or her behavioural priorities, decision making style, managerial focus, communication style and interpersonal skills. Organizations are able to improve the performance of first-time managers by deploying an objective, reliable, and valid assessment.     

  • Relationships are one of the most important drivers for both planning and execution in the manager’s role. An organization can benefit from managerial assessments by helping a manager better understand how they manage relationships, their strengths, and their challenges. Managerial assessments must take into account the typical roles that managers perform. John Wiley & Sons’ Everything DiSC Management report represents a best-in-class management assessment. It provides insights into the following aspects of the role of a manager: 
  • Delegating and directing: In delegating and directing people, managers must assess the competencies that are necessary to complete the task, the availability of time and resources, the motivation of the team members in taking on the task, and the risks involved in the task. The first time manager must take stock of these elements in order to be able to effectively delegate the job based on their own experience and skills. The Everything DiSC Management report provides objective insight into the manager’s management priorities and assists them in delegating effectively. It is imperative for a manager to be able to discern the priorities and preferences of the team members in order to ensure that tasks are completed efficiently and effectively
  • Motivating: Motivation is one of the most important factors influencing workplace performance. In addition to directing and delegating work, managers do not directly control the outcome of any job. Their influence on performance is exerted through their team members. In order to be an effective manager, every new manager must be able to recognize and capitalize on the intrinsic motivations of every individual on the team  
  • Developing: First-time managers can have a significant impact on the development of their team members. In the presence of a manager who invests time, money, and effort in his own development, team members realize the importance of continuous learning. In order to facilitate open communication among employees, managers create a culture of trust. Many managers are adept at converting day-to-day tasks and meetings into learning opportunities    

Everything DiSC provides guidance on how to direct and delegate, motivate and develop individuals, increase managerial effectiveness, and improve organizational productivity for first-time managers.   

Management development programs created especially for senior managers won’t focus on fundamentals, but rather on the development of advanced skills that will help them boost team performance and exhibit their leadership potential. A leader’s responsibility is to help their team members realize their full potential by guiding them through everything from negotiating uncertainty to developing resilience. But without the correct assistance, your team won’t be able to realize its full potential. Leadership training for managers is intended to assist senior managers and leaders in developing their leadership abilities and increasing their capacity to successfully lead change.  

Managers at the senior level should have skills including cross-cultural communication, cultural sensitivity, and international business etiquette. By concentrating on them, senior managers must be elevated to higher levels of leadership and global responsibility. The training sessions for top and mid-level managers could last anywhere from two days to three months. The quantity of competences to be addressed will define the length of the training program. For supervisors of first time managers, coaching sessions are prioritized more than they could be for new and mid-level managers. 

The technique is the same throughout all programs, notwithstanding the variations in skills and training time. To build a successful learning experience, several learning components can be implemented into all training programs. To develop comprehensive learning paths, many elements such as projects and assignments, leader connections or industry expert sessions, storytelling, coaching and mentoring, seminars, learning cafés, and live virtual instructor-led training can be incorporated or blended in different ways. This is crucial, especially for first time managers, as different components promote greater uptake and sustainability and the training period is longer. Therefore, it is crucial to take the managers’ experience level into account while designing a training program to enhance managerial skills. based on a careful examination of the requirements, the competences that must be covered, the length of the training, and finally the methodology to be applied with its many elements.  

Every organization’s supervisor of first time managers encounter both accomplishments and setbacks every single day. They must therefore possess a solid and useful skill set in order to both propel these triumphs and meet these hurdles. Additionally, even though training for supervisors of new managers has numerous organizational advantages, it is crucial to consider the dangers of not training supervisors, which could put your business at a great risk.