With the right mix of L&D support, you can help new managers become effective leaders, writes Sarah Henson
Stepping into a managerial role for the first time is a significant career achievement, but it comes with its own unique set of challenges. Without the right support, managers may struggle with the pressures of their new roles, which can lead to decreased team performance, high stress levels, and even burnout.
Enrol new managers in a development programme that covers the basics – communication, conflict resolution, goal setting, and performance management
How can organisations not only prepare these emerging leaders for success, but also ensure they thrive in their new positions?
Celebrate the small stuff
Transitioning to a management role can be stressful, especially in the beginning. Recognising the small victories of new managers can go a long way in keeping them motivated and building their skills.
Celebrating these early achievements also helps ward off feelings of burnout and imposter syndrome, which can easily creep in when the learning curve feels steep.
Keeping morale high is crucial, as early disillusionment can seriously impact a manager’s long-term potential.
Provide comprehensive management training
It’s essential to enrol new managers in a comprehensive development programme that covers the basics – communication, conflict resolution, goal setting, and performance management. A blended learning approach, mixing workshops with e-learning modules and other resources, can develop a strong foundation of skills.
Leadership coaching is also invaluable in helping new managers discover their unique leadership style and refine their vision. Coaching provides opportunity to reflect on progress, develop self-awareness and thereby identify areas for improvement. This guidance not only makes their transition smoother, it also benefits their team.
Set clear expectations and give feedback
Clear performance goals are important for all leaders, but critically important for new managers.
Regular check-ins help to track progress, provide constructive feedback, and identify areas where additional support may be needed. Setting specific goals gives new managers clarity and helps them focus their efforts effectively.
Foster continuous growth
Learning shouldn’t stop after the initial onboarding. Continuous development opportunities – like workshops, mentoring, or coaching programmes – help new managers keep growing in their roles. This ongoing learning benefits both the managers and their teams.
Often, freshly promoted managers lean on past experiences or imitate the leadership styles of their previous bosses. However, as they find their feet, they might have a negative impact on others around them. For this reason, it is crucial to create a safe environment where new managers can reflect on both their successes and mistakes, gradually building their skills and confidence.
Enhance coaching skills
Another effective way to support first-time managers is to focus on improving their coaching abilities. One of the most effective ways of doing this is providing coaching to the new manager via a digital coaching platform. This helps them to develop their coaching skills and work with their coach to gain news knowledge and insights.
Regularly evaluating and refining these coaching tools guarantees that new managers receive the most relevant guidance, helping organisations stay ahead of leadership challenges.
Encourage peer learning
Creating opportunities for new managers to learn from their peers is a powerful way to accelerate their growth and build confidence. This can be done using peer learning groups where managers can discuss any challenges and share their own experiences with others.
Peer learning can also help to create a strong support network. This can be invaluable during tougher times when new managers may feel isolated or overwhelmed.
These connections can also lead to lasting professional relationships that extend beyond the initial learning period, offering ongoing support as they continue to progress in their careers.
By providing the right mix of learning, support and encouragement, organisations can successfully develop their new managers to become effective leaders who build highly engaged, productive teams.
Sarah Henson is Senior Behavioural Scientist at CoachHub
