To set up new managers for success, organisations should invest in quality training and ongoing support. Here are some of the best practices for developing confident, capable first-time managers*:
Provide formal management training
Organisations should enroll their new managers in fundamental training. This should cover key competencies such as communication, conflict resolution, goal setting and performance management. A blended approach incorporating instructor-led classes, e-learning courses, and additional resources can provide a solid skills foundation.
“Leadership coaching can serve as a guiding light, aiding new managers in recognising their inherent leadership strengths and cultivating a clear vision of the type of leader they aspire to become. This process not only facilitates a smoother transition for the manager but also for their team.” said Sarah Henson, Senior Behavioural scientist at CoachHub.
Offer continuous learning opportunities
Provide new managers with access to ongoing leadership development resources like workshops, coaching programmes or mentoring. Continuously developing their skills will benefit them and their teams.
Thrust into unfamiliar territory, many freshly appointed managers often find themselves relying on their personal experiences, attempting to copy the communication and leadership approaches of their previous managers.
But the learning can’t stop after the initial onboarding. “Management development should be an ongoing process with continuous learning opportunities. Most important, is to provide a safe space to reflect upon and learn from both the successes and the mistakes so that they can develop their skills and confidence,” said Sarah Henson
Define expectations and monitor progress
Set clear performance goals and expectations for new managers during their first year. Frequently check in on their progress, provide constructive feedback, and identify any areas where they need extra coaching or support to improve.
“You can’t just set expectations and let them figure it out alone.” added Rae Chowdhury, Regional Director UK&I and Middle East “Goal setting is especially important because it provides direction. Without clearly defined expectations, new managers can struggle to prioritise and focus their efforts in the right areas.”
Coach the coach
Another simple yet effective way to support first-time leaders is to ‘coach the coach’ and provide feedback on their coaching ability. This allows for continuous improvement of the digital coaching platform, ensuring it delivers specific, actionable feedback on key leadership skills.
“By regularly assessing and refining digital coaching, organisations can ensure that first-time leaders receive the most relevant and impactful guidance,” explains Rae Chowdury “This process of ‘coaching the coach’ allows organisations to stay ahead of evolving leadership challenges and provide cutting-edge support to new managers.”
Celebrate quick wins
Transitioning to a management role can be stressful and fraught with challenges at first. Recognise the new manager’s small wins and successes along the way to stay motivated, engaged, and confident in their abilities.
Frequent celebration of small milestones also helps combat feelings of burnout, imposter syndrome, and disengagement that can creep in when new managers face a difficult learning curve. Staying motivated and engaged is key, as disillusionment early on can severely hinder their long-term potential as a leader.
“By fostering an environment that consistently highlights progress and achievements, organisations make the transition feel more manageable and reinforce the behaviour and mindsets they want to see in their management staff.” said Chowdhury
With the right training framework and support system in place, organisations can successfully guide their talent in becoming effective first-time people managers who go on to develop highly engaged, productive teams.
