Set new managers up for success
When you promote your high potential individual contributors into their first people manager role, you want to ensure they are successful. It’s critical that you support those who are new to managing people with the necessary leadership tools and training, right from the start.
Build early momentum
Give new managers the confidence and skills they need to lead productive teams.
Engage employees
Making the shift from being an individual contributor requires learning how to balance managing execution with engaging employees.
Develop communication skills
Clearly communicating organizational goals and how the team’s work supports them is critical for new manager success.
Empower first-time managers with decades of training experience
It’s not surprising that 49% of new managers don’t feel prepared to succeed, since 60% don’t receive the right training for their new role. At Blanchard, our approach to leadership training for new managers builds on the time-tested principles from the best-selling book, The New One Minute Manager®, and introduces the mindset, core conversations, and communication skills first-time managers need to achieve success quickly, including how to:
- Move direct reports forward on goals
- Provide timely, constructive, balanced, and actionable feedback
- Conduct one-on-ones
- Drive accountability for progress against objectives and results
- Perform regular progress reviews of goals
- Communicate clearly, making meaning for others through transparent dialogue and active listening
- Provide resources and empowering direct reports to deliver on responsibilities
- Guide, coach, and train team members on the job
- Advocate for resources to help the team achieve its goals
Give new managers a foundation for leadership success
Blanchard understands that even the best-performing individual contributors can have difficulty making the transition into the role of people manager. Work with us to develop learning journeys for your new people managers that promote adopting new skills that will set them—and their teams—up for success. Together, we will develop a training strategy that links learning goals and objectives to your operational imperatives, allowing individual contributors to understand the “what’s in it for me” and the importance to the organization.