If you are a manager responsible for promoting and developing a new manager, the hard work begins during selection and continues long after in the form of observing, teaching, and coaching. There are no shortcuts to building the next generation of effective managers.
It’s vital to get the transition from contributor to manager right, and frankly, it’s often left to chance—never a good plan. Sadly, there's still too much sink-or-swim going on when it comes to new manager development. On August 11 at noon central, I’m running my latest mini-class: How to Help Your New Managers Survive & Thrive from the Start.
Fresh off of leading three outstanding cohorts through a live-online version of my Manager Development Program for New(er) Managers, we are setting up several new mid and late summer opportunities. We would love to help you or your team members level up their skills. Choose your flavor for this summer's professional development work!
During the past few weeks, I ran three different cohort sections of my live-online Manager Development Program. While initially geared toward new(er) managers, we had many veterans in the groups, all working on sharpening their skills around the fundamentals of leading and managing. As always, the wisdom of the crowd adds value to the pre-planned content.
If we're not involved in moon-shots or mars-shots but rather working for seemingly pedestrian causes or offerings, how do we manufacture that sense of purpose? It's easy, fall in deep love with the people we're ultimately helping with our work.
From the challenges of dealing with people and personalities to the never-ending, ever-growing lists of things to do, often with conflicting priorities, managing is a tough job. Yet, when I explore the stress points with struggling managers and ask some questions, I often discover they are attempting to execute their role without the benefit of what I describe as a Manager Operating System. Here are six critical components of every manager's effective operating system:
If you manage, lead, or are otherwise responsible for the work of others, the working environment is everything. Creating a healthy working environment is literally your only job. Get this right and the results take care of themselves.
If it’s time for you or a new manager on your team to take a big step forward in developing as a manager, it’s time to enroll in First-Time Managers Academy-Live.
New managers are the front-end of our leadership pipelines. And, they face a daunting challenge in shifting from contributor/producer to manager. They need help, coaching, training, and on-going support, and that's often hard to come by in our time-stressed worlds.
There's a great deal we don't get right in our organization when developing our first-time managers. Peel the layers of the onion and ultimately, you find a fatal flaw in the nature of the promoting manager to new manager relationship. Here are some ideas to fix that flaw: