Growth is always essential and it needs to be inevitable too. With promotion and development also come responsibilities and expectations. Moving up the ladder from an individual contributor to a manager an employee goes through various dilemmas and questions. The biggest challenge comes from promoting a persona for personal success to a role where team success is the imperative.
Common First Time Manager dilemmas:
First Time Managers struggle to grapple with the changing demands of their new role and these dilemmas. To ensure success of First Time Managers, it is essential to equip them with key skills so they are able to tackle the demanding situations.
Strengthscape’s Force Multiplier Program:
Strengthscape’s first time managers (FTM) program – the “Force Multiplier Program” addresses these dilemmas and focuses on managerial development at three levels:
- Personal Excellence
- Organizational Excellence
- Team Excellence
The term Force Multipliers refers to tools that help a person to amplify the efforts to produce more output. Investing in Force Multipliers means that outcome will be increased with the same amount of effort.
A nine-box is a simple and powerful tool that will be used to support the talent management and succession efforts. This matrix will be prepared and presented to enable you to:
- Compare the performance and potential of individual employees and departments
- Identify employees with the potential to move into new roles.
- Identify training and development needs for each participant.
- Identify hidden performance trends.
First Time Manager training can help you:
- Clarify the role of a manager to the participants.
- Inculcate a sense of ownership and commitment.
- Enable the participants to enhance their executive presence.
- Drive customer centricity in all processes and actions to enhance organizational effectiveness.
- Learn to communicate effectively and with conviction with internal and external stakeholders.
- Create effective methods of aligning individuals and teams to organizational goals.
- Employ flexible and methodical process to direct and delegate to team members.
- Practice behaviours that promote a high trust and collaborative approach.
- Balance between task and people orientation to ensure high productivity and motivated team.
Strengthscape specialized in crafting learning interventions that suit the organizational and participant needs to create a long-term impact and contribute positively to the bottom-line of the organization.
With the experience in long-term interventions program offers valuable experience of conducting effective long-term learning interventions in several leading IT & Consulting organizations.
To ensure a high-impact learning environment, we use a blend of learning methodologies. While some people learn in a group environment, others value personal learning.
Solve the dilemmas of first time managers without compromising their effectiveness.
Understanding this would enable them to function effectively in a demanding circumstance and bring worthy and commendable outcomes.
First Time Manager – Session Plan
|Module 1: Personal excellence|
|1||Getting Started||Brief self-introduction followed by each participant describing||Prepare for the days ahead by gathering expectations and assimilating key questions|
|2||Planning Prioritizing and Organizing||Take the participant through different aspects of time management||Apply the learning to self-introspect and use the skills to function effectively|
|3||Stake holder management||This session digs into the different benefits and techniques of stake holder management||Relate to the current approaches and accommodate the changes for better stake holder experience|
|4||Ownership & Accountability||Discuss about how Ownership & accountability have been found to not only enhance performance but have an overall impact on competency and morale of employees.||Show high trust behaviour and align personal goals in line with the organization|
|5||Communication skills||Discuss the different components of business communication||Engage in more professional and dynamic conversations|
|6||Emotional intelligence||Relating the emotional intelligence to better work environment||Develop an edge over others with effective interpersonal relations and better managing skills|
|7||Personal branding||Dig into aspects of creating a string personal brand that becomes a calling card for the manager||Show the personal skills and efficiency in the tasks for better recognition|
|Module 2: Organizational excellence|
|1||Decision making||Map the various steps and process in decision making||Enables to take informed decisions. Utilize different decision making techniques|
|2||Visioning||Brings out the role of visioning and importance of it||Create mental images to solve problems, set goal and make plans|
|3||Change management||Digs into the gradual process of dealing the sudden alterations or shifts in an organization's goals, practices or technologies||Learning how to deal with resistance to change. Knowing about the organization's readiness to change|
|4||Industry awareness||Points out the need to be updated and aware about the upcoming inventions and changes||Understanding current market trends and requirements. Being flexible to the changes and adapting to it||5||Customer centricity||Talks about the essentials of being customer focused and going beyond just satisfying the customers||Knowing about the stages of customer focus. Being able to view from customer’s perspective. Taking up responsibilities to impact customer in different ways. Knowing the barriers in delivering the service to the customer|
|Module 3: Team excellence|
|1||Delegating & Directing||Brings out the essence of proper assigning of tasks to right team members||Learn to give proper guidance. Ensure manager rightly assigns tasks to the team mates|
|2||Managing others||Discuss about monitoring other people’s tasks and reviewing their performance||Prepare to review the work of others. Enables to ensure overall quality performance|
|3||Developing others||Importance of influencing and empowering other employees are brought out||Identify key areas of employees. Provide constructive feedback to help others grow. Ensure their growth by influencing and guiding them|
|4||Trust & conflict resolution||Highlights the integral role of trust & essentials of resolving conflicts within team||Develop trust and confidence within the team. Identify issues to be addressed and resolves it at right time|
|5||Mentoring skills||Giving details on various mentoring aspects to ensure a manger is able to guide his followers||Utilize the art of motivation to enable employees reach desired results. Apply right techniques of mentoring|
|6||Managing diversity||Briefs the need for being comfortable in diversified environment||Develop patience to deal with differences. Learns to acknowledge the inputs of everyone. Apply various strategy to create an inclusive environment|
|SL. NO||Session||Scope & Outcome|
|1||Discovery Session||Capture ExpectationsUnderstand the process of coachingOutline the role of a coach and the coachedIdentify behavioural de-railer and enablers in a coaching journeyEstablish long term and short-term goals and prioritiesIdentify and administer additional assessments|
|2||Awareness Session||Enhance self-awareness about behavioural priorities and tendenciesClarify enablers and de-railers in the context of the role|
|3||New Strategy||Prepare a plan for achieving stretch goalsCategorize strategies into new and old waysIdentify milestones, stakeholders, resources and schedule|
|4||Combat Session||Design and create actionAct to demonstrate commitmentReflect and learn|
|5||Elevate Session||Collect, relate and summarize learnings at group levelEstablish parameters for continued learningCoach to engage with stakeholders, conduct observation sessions and provide feedback|
Who should attend the program?
- First time managers & team leaders
- Individual contributors those who expect promotion
- Start-up leaders and managers