Easy ‘on-the-job’ training for new managers
Have you recently promoted a high-performing employee into a new supervisory role? Or perhaps you have been the one tapped for expanded responsibilities? Congratulations! It’s an exciting time that can bring great accomplishments. But it can also be disastrous if there’s little or no preparation. Of course, everyone wants and expects the best, but far too often, new managers are left to fend for themselves. That’s not a smart way to go, especially given how accessible and affordable supports for new managers can be.
According to an article they authored for Training Industry Magazine, leadership development experts, Scott and Ken Blanchard, said the average tenure of people enrolling in their new first-time manager training program was two years. They also reported that research by Jack Zenger indicates most managers do not receive training until they have been in a leadership role for almost 10 years!
Imagine the lost opportunity for these individuals! Not only have they been left without adequate skills to accomplish their work, but they are also impacting their direct reports. Nothing ruins productivity faster than sour manager/employee relationships.
Training does take time and commitment, and everyone has workloads that are already heavy. However, there are many efficient and effective ways to ensure that managers get the advice and support they need. Here are three essential tips that will save you – and your organization – from failure:
1. Set an expectation for some amount of training each week. It could be as little as 30 minutes to an hour; the important part is that it is scheduled. Putting it on the calendar signals it as a priority and makes sure that it doesn’t get lost in a busy day.
2. Ensure that the material is relevant to the individual and the job. For example, if the team is growing, make sure new managers get training about hiring staff.
3. Identify microlearning resources. These effective online learning options focus on delivering content in short bursts. The aim is for learners to learn, apply, reflect on, and revise strategies in rapid cycles by approaching learning in bite-sized chunks. When offering employees a consistent and accessible means to receive material, the training experience yields a bigger impact.
Giving your new manager the tools he needs when faced with a perplexing question will yield benefits for the entire team. The process and time required don’t have to be overwhelming— in fact, the simpler the better.
When you incorporate online solutions into the mix, you’re offering the opportunity to develop new skills and expand knowledge when it’s convenient and when it’s most needed. It’s as easy as grabbing your phone and a cup of coffee. You’ll be amazed at what can be achieved in just a few minutes!
That’s precisely why I designed a resource to help managers get what they need fast. My online Learning Resource Center offers on-demand access to more than 100 relevant video titles on management and leadership. Members also receive access to a monthly Round Robin Live Q&A during which we have the opportunity to address their toughest workplace challenges. I’d love to have you join in the community here!
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