5 Tips on How to Train New Managers

The challenges of becoming a manager for the first time are often overlooked by both the newbie and his or her own manager. It’s assumed that people will just figure it out. “Take to it naturally”…because wasn’t that why we made them a manager in the first place? Because they showed the right skillset?  Yes. But, if not given proper team management training, you might just set this person up for failure and self doubt for the rest of their career.

Managing people is difficult.  Its hard even if you have been doing it for years. As a business owner or a senior within a corporate, a good manager can change your world – so its worth the time and effort to groom that person. Here are 5 management training tips to keep in mind, and set your new manager up for success:

1. Give them time to be a manager

It drives me crazy that most companies expect people to become managers overnight, without adjusting the expectation on their own workload. Managing people can take up a significant amount of time, especially if they are new to it.  Without giving them time to be a manager, all you are going to end up with is a stressed out bunny and no work done, by anyone.

2. Give them great people to manage

Managing “challenging” people can totally knock a new manager’s confidence.Do not give them the office grouch, or the Generation Y unicorn. Not yet. Let them first find their own style of management with great staff, rather than be manipulated and mauled by staff that you probably don’t want around anyway. Phase in the tough cookies, they will always be there so the new manager will need to learn…..just let them get some confidence first.

3. Meet regularly

Meet regularly, but before you get into a status about the usual work stuff,  ask questions about how they’re coping with their team. Ask about team dynamics, workload and how they are handling any new stress. See if you can help them keep perspective by helping them prioritise.

4. Build confidence

I think the normal ratio of padding constructive criticism with something positive is about 1:1. With a new manager, its all about building their confidence so up that ratio to at least 2:1. Praise them even on little things like “I really liked how you handled that question in the meeting today”. Also, so important,  praise the new manager when someone in his team does well.  This is a very delicate time for a new manager, the last thing you want him to feel is intimidated by his own team, and that his time spent working with the team, isn’t acknowledged.

5. Let them fail

With your experience, it is inevitable that you will see fires about to burst into flames…and you will want to jump in and help your new manager fire-fight before its too late. Don’t. That’s not sustainable or helpful in the long run. Sure, douse out any flames that are going to bring the house down, but otherwise, back off. Let them fail. Let them see the consequences, let them face the music, because they won’t do it again. Its about picking “safe fails” – fails that aren’t going to damage your business in the long term, but can serve a valuable purpose.