But they don’t have unrestricted and unchecked powers. When a person steps into a management role for the first time, they suddenly become a judge. Encouraging initiative and innovation: Maximize the performance of staff of fostering strong connections and opportunities to grow, removing unnecessary obstacles separating employees from success, limit criticism and focus on next steps to improve future innovative efforts, understand when it’s safe to take a risk (seems like an oxymoron, right?)īooks that help new managers inspire others:.Finding each individual’s motivation: Practicing the art of aligning employees’ self-interest with the goals of the organization, creating a setting that makes people feel like they are contributing to a greater cause.Creating transparency and trust: Fighting the temptation to withhold information, using control sparingly and with intention, and collaborating with Human Resources.For that reason, any new manager training should include the following topics. Managers are the distributors of inspiration in any organization because they are closest to the front lines without actually being on them. It’s easy to connect this feeling to the day-to-day grind that can oftentimes erode a person’s will to continue putting more of themselves into their work. For several minutes, you watch her stumble, fall, and eventually crawl past the finish line. She runs out of calories to burn, and her body is quite literally shutting down. Competitor Sian Welch finds herself in one of the most compromising situations a person competing in an endurance race of that degree could face. Whenever I think about inspiration, I think about this video from the 1007 Ironman World Championships. mergers and buyouts, downsizing, disciplinary actions, etc.)īooks that help new managers build teams: Firing employees: Understanding when it is time to fire an employee, becoming comfortable with firing an employee, adhering to a consistent evaluation process, managing through the various reasons for letting an employee go (i.e.Disciplining employees: What mistakes constitute discipline, where to conduct disciplinary meetings, how to address the employee in question during a disciplinary procedure, documenting incidents and filling out paperwork correctly.Dealing with resistance: Involving employees in workplace changes, providing as much information as possible to eliminate fear of the unknown, find the positive elements of change and share them in a persuasive manner.Managing across employment types: How to ensure high standards of quality whether employees are in the office, work remotely, or serve as independent contractors and freelancers.Training team members: Coordinate mentors for new employees, define the job and role responsibilities, manage expectations and communicate them with clarity, recognize and reward mentors.Hiring and interviewing: Selecting the best fit for a position based on research and hard facts, how to conduct tests and reference checks, asking the right questions in an interview, and setting an accurate tone for new hires.All six factors serve to help the new manager navigate the following situations, and the topics should be a focus of new manager training. In McCormick’s experience as an organizational consultant, executive coach, and founder of the Research Institute for Risk Intelligence, he has found that six factors impact the team dynamic a manager creates: open communication, empowerment, clear roles and responsibilities, goal clarity, an effective leader, and a reward and accountability system for individuals and groups. The Friday Night Lights motto “clear eyes, full heart, can’t lose” comes to mind when discussing the manager’s role in creating a team of productive, respectful, and engaged employees. Improving The Essential New Manager Training Topics BUILD You can nest these new manager training topics under four main categories of responsibilities: He says this is achievable through a core suite of management tactics and techniques, which apply to all managers regardless of varying personality styles. According to Jim McCormick, the author of The First-Time Manager, new managers should strive to be thoughtful in their actions and to conduct themselves with class. Whether you are a first-time manager seeking solutions to problems you have never had before, or you are in human resources for a company without a solidified training program, there are standard issues you can begin to address, refine, or expand. That could be in part due to the news they are usually tasked with delivering: In fact, 70 percent of managers say they are terrified to even talk to employees.
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