In the first year on the job, first-time managers are navigating one of the biggest transitions in their careers. Moving from an individual contributor role into a management role requires not just a new set of skills but also a shift in mindset. Unfortunately, many first-time managers are unaware of the severity of this change and take the transition too lightly, or they fully understand the skill gap they have to close but lack access to appropriate management training. As a result, 60% of new managers fail within the first 2 years on the job, as evidenced by CEB Global (now Gartner).
One other reason why new managers are not appropriately trained to manage a team is that many new manager training programs are outdated and do not yield the results that are expected.
What further contributes to the difficult situation first-time managers find themselves in are workplace changes and challenges such as geographically dispersed remote or hybrid teams, intergenerational dynamics, increasingly high expectations on leadership, and the emergence of Generative AI tools.
Generic, one-off, or one-size-fits-all training no longer cuts it. What supports first-time people leaders the most is something different.
Image by Drobotdean on Freepik
Three Key Components of New Manager Training That Actually Works
1. Personalized Coaching:
Working with a coach allows new managers to discuss specific challenges they are facing. This personalized component is what turns ‘Knowing’ into ‘Doing,’ i.e., a coach, whether in a 1-on-1 setting or working with a small group of new managers together, will be able to provide personal guidance on how to apply newly learned skills and tools. A coach also provides personalized feedback and helps facilitate self-reflection and an open mindset that encourages managers to try out new ways of leading.
2. Interactive Elements:
Incorporating activity-based learning, such as group discussions, self-assessments, and practical exercises, helps make the learnings stick. Such interactive elements also increase participants’ confidence and courage as they feel better prepared to apply what they learned.
3. Peer Accountability:
When first-time managers complete training programs alongside a small group of other first-time managers where a bond forms, they are more likely to fully engage and participate in the program and complete assigned modules. When learning programs are mostly or fully self-paced, completion rates tend to be in the 5-15% range, and the application of what was learned is equally small. The lack of social interaction and collaborative learning opportunities reduces the motivation of learners, and the absence of peer discussions and group activities diminishes engagement.
Here’s Your Implementation Blueprint
Step 1: Phase Out the Old
Start by auditing your existing program, if one is available, and identify any components that either show low engagement or attendance rates or are not producing the desired results in behavior changes.
Then, determine how to address the identified gaps and incorporate personalized coaching, interactive activities, and peer accountability into your program. These are the elements that will help your first-time people leaders maximize their learning and create lasting leadership behavioral change.
Step 2: Choose the Preferred Topics
As you identify your first cohort of new managers, you also decide on the preferred topics for the new program.
An effective training program should start with a module on self-leadership. This includes topics such as self-awareness, emotional management, and time management. Ideally, it also includes a comprehensive assessment such as a 360-degree evaluation or a behavioral assessment.
Additional modules may include topics such as leading meaningful 1-on-1 meetings, delegating effectively, coaching, giving feedback and recognition, motivating employees, and more.
Discussing your needs and goals with a leadership development organization like Archova can help you optimize your curriculum to ensure
Step 3: Measure the Progress
Once the ideal topics are compiled, the next step is to determine the timeline for the group sessions, as well as any milestones and set deadlines to ensure everyone stays on track and prioritizes their development.
It is important to maintain ongoing communication with members of the cohort and review everyone’s progress by tracking key milestones and evaluating project outcomes.
Key organizational metrics, such as the retention rates of new managers, engagement rates, and team turnover metrics, should improve over time, and the strength of your leadership bench should improve.
Another area to pay attention to is how well senior leadership supports the program. Managers in the cohort need to be able to protect learning time on their calendars and feel safe to share suggestions, discuss challenges, and celebrate achievements.
If you aren’t sure about the best way to measure progress, be sure to talk with our team at Archova.
The Long-Term Benefits
Over the long term, programs that incorporate the three key components of personalized coaching, interactive elements, and peer accountability will strengthen the overall leadership of the organization in a number of ways.
Lower Turnover Rates & Improved Performance
When first-time people leaders learn how to be good managers before developing any bad habits, the first noticeable indicators are higher engagement rates followed by lower employee turnover rates. It’s often said people don’t quit their jobs; they quit their bosses, and implementing this type of training program will reduce friction, such as unclear expectations, micromanaging, and lack of feedback, which are common mistakes made by first-time managers.
Improved Leadership Culture
Creating a strong leadership culture where positive frameworks are embedded into the day-to-day operations across the organization helps to maintain a competitive advantage. It can strengthen strategic thinking and enhance organizational agility across the organization, which leads to quicker pivots should the need arise.
This, coupled with increased promotion readiness and enhanced leadership quality, creates an overall higher employee satisfaction rate, which means that the organization cannot only recruit top talent but also retain it. Trust in leadership is key.
In Conclusion
The best way to position your organization’s next generation of leaders is to not only provide them with tools and courses but to offer training programs that are engaging, offer a personalized experience, and focus both on the ‘Knowing’ and the ‘Doing’ of leadership skills.
Leave A Comment