New Manager Training
New Manager Training
New managers require training in the following:
- Goal setting skills.
- Communication skills.
- Planning skills.
- Performance management skills.
- Emotional self-reliance.
- Able to inspire positive emotions in others.
New managers are often promoted because of their high degree of technical knowledge and experience. They know their customers; they know their processes and they know their products. Therefore, when the role of team manager arises, they are the natural choice.
So, many people suddenly find themselves in the role of new manager, and then they find they have a serious problem.
They have had no specific training in management skills, leadership skills or emotional management skills.
1. Management skills means: organising, prioritising and delegating tasks; managing poor performance or team conflicts.
2. Leadership skills means: setting and communicating clear goals and inspiring others to work hard to achieve them.
3. Emotional management means: managing your own emotions, creating and sustaining a positive mental attitude, especially during tough times. Emotional intelligence also means being able to empathise with how others feel; and to positively affect others so that they share in your positivity.
Here is a diagram of essential new manager skills
1. Clear purpose (goal setting)
The primary purpose of a manager is to set goals and achieve them. Therefore, goal setting is the first skill to master.
Training for new managers must contain information relating to how to set goals.
2. Clear communication.
The goal must be clearly understood by every member of the team. Misunderstandings cause error. The manager must avoid creating misunderstandings, often caused by ambiguous instructions.
New manager training must include information relating to how to speak and write clearly.
3. Rational planning.
To achieve the goal, the manager must make good plans.
Planning is writing down exactly HOW you intend to achieve the goal, in the most efficient manner possible. Planning includes the skills of prioritisation and problem solving.
New manager training must include information relating to how to effectively plan and avoid errors.
4. Rational performance management.
Sometimes people don't follow the plan, and there will be occasional conflicts.
The manager must manage conflicts in a rational, NON emotional way.
Emotionalised conflicts are the source of great loss and inefficiency.
It is important that the new manager resolves conflicts according to the principles of reason.
New manager training must include information relating to how to manage conflict and performance issues.
5. Inspire oneself.
New managers must become emotionally self-reliant.
They cannot rely on other people to motivate them.
They need self-motivation, self-confidence and self-assurance.
Therefore, training for new managers must contain information relating to emotional self-management.
6. Inspire others.
The new manager must be able to trigger positive emotional responses in the hearts and minds of everyone in the team.
- Some managers inspire their teams.
- Some managers fail to inspire.
- Some are de-motivational.
We want our new managers to inspire their teams.
Therefore, it is important that training for new managers contains information relating to how to inspire positive emotions in others.
Summary: Specific training for new managers.
Our First Line Manager Training Course covers these topics that new managers need to learn:
- Goal setting skills.
- Communication skills.
- Planning skills.
- Performance management skills.
- Emotional self-reliance.
- Able to inspire positive emotions in others.
About the Author: Chris Farmer
Chris Farmer is the founder of the Corporate Coach Group and has many years’ experience in training leaders and managers, in both the public and private sectors, to achieve their organisational goals, especially during tough economic times. He is also well aware of the disciplines and problems associated with running a business.
Over the years, Chris has designed and delivered thousands of training programmes and has coached and motivated many management teams, groups and individuals. His training programmes are both structured and clear, designed to help delegates organise their thinking and, wherever necessary, to improve their techniques and skills.
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