Training of new managers is essential for the effectiveness of any organisation. It’s amazing that many organizations put time, effort and money into training their employees, but leave the new managers to find their own way in the world. This is even less sensible when you appreciate that employees will only achieve results if they are led by a manager who is effective in his or her role.
Training a new manager
Each new manager gets promoted thanks to the attributes he presented in his previous role. The role of a Team Manager or Team Leader is completely different. This is one of the most difficult issues for the new manager to fully appreciate the role of the Leader as opposed to the role of a follower.
If you are studying training for new managers, make sure that this aspect of the training covers the full range of issues that will help the new manager really understand the role. Below is a checklist of headings that should be included in an effective training programme for new managers.
The role of the manager. What is the exact role and responsibilities of the manager in relation to his team, colleagues, senior management and achieving results and goals? It is important that this is clearly defined for the new manager and that he or she understands the difference in positioning this role compared to their previous role as an employee.
Success in a leadership role. The new manager must have a clear vision of success, as clear as the goal at the shooting range. The clearer he or she is at the end of the goals, the better the chance for a good start in his or her role. Every training for a new manager must clearly focus on success. A vision of success is not a figure or a result. It’s a team that can achieve results, customers that can deliver results, colleagues who will work with you to achieve results, and management that provides resources and encouragement. Prior to taking up a managerial position, an employee may use one of these factors as a blockage to achieve success. However, as a manager, removal of blocks or circumvention of work is part of this role.
The manager is the owner of this role and is responsible for achieving success. The new manager must be aware that it is his or her responsibility to achieve this end result. Before taking up the position of Manager, this person may have taken on responsibility for a large part of his or her role, but some aspects were beyond his or her control. The manager’s role is to remove blocks, fix broken relationships, draw resources, inspire others, solve problems and come up with creative ways to improve. Training for new managers must bring this point home. When a new manager fully appreciates the role he or she plays with the above factors, he or she will be open to work and improve basic skills and competences.
The manager’s competencies. The manager’s skills include people-centred competences, process competences and personal management. Executive training should cover a range of topics on all aspects. Some training will favour people management as opposed to metrics or time management. The new manager needs an initial justification for all factors to emphasise that he or she needs to learn, develop and acquire competences in this aspect of his or her role. The aim is not that they will be competent after one training, this is not possible. You want the new manager to be aware that this is an area in which he has to work and improve. It’s like providing a framework on which to build.
Training for new managers must include a definition of role as well as key competences to be effective in managing the role.
The vision management concept
One of the characteristics of leaders is a vision that has a vision of dreaming of a scenario for the future; this vision is present on the profile of each company. For individuals, groups and corporations it is so important that success and development is not possible without a vision.
It is important to have a vision, but it is more critical to manage it. Vision management means managing the vision in order to achieve the desired result. Vision management includes all activities related to planning, organisation, guidance and controlling.
It is said: “Leaders do the right things and managers do the right things. Leaders have a vision of a forward-looking scenario to bring about change in order to improve the situation. But how will change come? How will the situation improve? The answers to these questions come from the vision management concept. As part of the vision management activities, actions are being taken to transfer things into beneficial situations to achieve the vision.