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Training program for newly promoted managers


I'm designing a program to train up our newly promoted managers as most of them are from technical background. I'd very much appreciated if anyone could share their works with me or point me to some sources where I could research further. In particular, I have no idea how to give them a proper understanding of the role and responsibilities of a manager. If you could have any exercises to share with me, I'd be very grateful. Cos I don't think these people like listening to lectures.

Great thanks and best regards,
Alice Ma

7 Responses

  1. keeping it real for new appointees
    Hi Alice
    You are right to identify that this population do not want to listen to lectures (in fact I am not sure any group want to…)

    There are many options here and I would say 2 main routes:
    1) conduct a TNA and identify key topics in your organisation (as managing in one org has diff priorities from another)
    2) use a generic programme to ‘kick start’ the learning.

    I have designed & delivered several of these types of programmes ranging from 7* 1/2 days through to 15 day programmes – having several accredited with organisations like the ILM.

    You may want to include topics like:
    The role of the manager
    Delegating for the first time
    Conduction appraisals
    Basic financial awareness
    Managing others
    Planning work etc…

    For me delivery style is very important. If you want participants to buy-in to the training it needs to meet their needs – perhaps even adapt the content on the day to their perceived needs. When they can own the training they are likely to apply it. I would look at starting the format of the programmes with a great engaging ice breaker – the first session a little more talk – then slowly get them to input more – draw out from them what worked in managing and engaging them – then using exercises to demonstrate learning. High levels of interactivity are important. Use discussions; ask them to share case studies etc.

    This audience is often the most difficult and at the same time the most rewarding.

    Hope this helps

  2. Management training

    You also need to add training on managing people as this is where so many managers fall down. They are good at the technical skills that is why they are promoted, but not necessarily good at HR.

    Sandra Beale FCIPD

  3. Supervisor Training
    Hi Alice

    We have a framework of management programmes.

    On our Supervisor Training, we use a quote (see below) to help explain the role of a manager

    “Being a manager now means your success is no longer dependant on how well you do your job, but also on how well you get things done through other people.”

    We then go on to look at key skills that support this, such as:

    People Management
    Dealing with Difficult People and Situations

    We run activities to explore each of these and have action cards for the delegates to fill in with what they need to change or do differently.
    We use John Adair, Maslow, GROW Model for Coaching and look at different management sytles.

    A good book to issue new managers is ‘Managing for the First Time’ by Cherry Mill. Its a CIPD Management Shapers book and gives advice on a managers first 100 days. It covers what to do and how to go about it. Its useful for anyone new to management or as a template for managers who have taken on a new team.

    Hope this helps
    Rosanne Goose

  4. New Manager Training

    We have a full in house Management Development Programme aimed at existing/ new or aspiring Managers. These are very interactive learning activities drawing on the experiences of existing Managers and mainly discussion and activity based. We have had particularly good feedback from this approach as Managers get to share experiences in a confidential and friendly environment and continue to support each other outside of the training room as well. To give you an idea of the areas we look at this is a list of our progamme:

    Coaching Skills
    Discipline & Capability
    Influencing and Persuading
    Leadership Styles
    Manage Self
    Motivate Your Team
    Managing Meetings
    Performance and Development
    Presentation Skills
    Recruitment and Selection
    Report Writing
    Stress Management

    We also organise Managers Forums to facilitate Managers getting together following on from any of the courses. These were to continually support and provide a medium for Managers to support each other.

    We do use a couple of local external suppliers for a couple of the courses.

    I hope this is of some use to you.



  5. Make it real
    Hi Alice

    I agree with all of the above, some great ideas.
    As an addition, you could ask some of the mofe experienced managers in the organisation for some examples of the type of situation they have had to deal with that they found challenging. You could then use these as case studies/discussions to give your group some further understanding of what their role entails.

    Hope this helps.


    ps. Nice new photo Mike!!

  6. Thanks for the great contribution
    Dear all,

    Please accept my heart-felt gratitudes for all the suggestions. I totally agree with Rosanne’s quote about the role of being a manager as compared to their previous ones. I’d definitely share this with my colleagues. I’m still looking for more ideas and referred websites to facilitate my research in this area.

    That said, I’d like to add on legal knowledge in handling e.g. recruitment, disciplinary actions etc to help managers aware what questions to avoid asking during the interview because of the Discrimination Act. In Hong Kong, people ususally are not very well alert of this Ordinance.

    Hope we could have more fruitful sharing and allow me to wish you all a Merry Christmas!

    Best regards,

  7. Arian Associates Ltd
    Contact your local college/university and enquire about Institute of Leadership & Management(ILM) & or Chartered Management Institute (CMI) management development programmes. They will not only provide your managers with the learning you require but will offer nationally recognised management qualifications, and with the assignments and projects that have to be completed as part of the programmes will give your organisation added benefit. Management courses these days are not normally the old fashioned ‘chalk and talk’ affairs of old – sound them out, you will be pleasantly surprised.


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