|Enable the Transition to Leadership for First-Time Managers
Enable the Transition to Leadership for First-Time Managers
Move beyond a do’s and don’ts training deck to create a robust first-time manager development program.
Organizations
tend to prioritize development at higher levels of leadership while first-time
managers receive minimal training and support as they transition into their new
roles.
Due to a lack of investment and attention, leadership development for
first-time managers often comes in the form of self-help, leading many
first-time managers to be ineffective.
Developing first-time managers is a shared
responsibility that must be prioritized. Comprehensive, end-to-end development programs
that include key players set first-time managers up for success and positively
impact the business.
Impact & Result
Outlining expectations and including various key players in first-time manager development, not just the first-time managers themselves, creates a culture of support and development that sets new leaders on the path to success and drives organizational outcomes.
Identify and address critical knowledge and competencies that your first-time managers should be well versed in, to ensure their path to leadership begins on the right foot.
Create an ongoing development program that engages learners and sustains and reinforces key concepts for demonstrated results.
Research & Tools
1. Establish first-time manager expectations in the organization
Determine first-time manager expectations according to the administration, team management, people development, and personal leadership development components of the role.
2. Assess the current state of first-time manager development initiatives
Assess existing first-time manager development activities to find gaps, establish goals, and set metrics for a new first-time manager development program.