When an organization hires new managers, it has a lot of expectations from them. Considering the potential they have, they are seen as future leaders of the organization. They are expected to take on a number of roles. They take on a lot of responsibilities, which is why it is a given that they could take some time to get their eye in into the job. Getting accustomed to the new environment, the reportees, the new work and sometimes new business, and very importantly, the new organizational culture, all take time to sink in.
However, a mistake most organizations do is that instead of hastening the new manager into getting adjusted into the new role and making her productive at the earliest; they define the functions of the new manager rather vaguely and ambiguously. As a result, when a manager is taken for her technical excellence; she ends up being made to work in a role that is different from the one offered to her. Instead of being made to lead, the new manager could end up being placed in a position of secondary importance, something that will further impede her switch to the productive gear.
This is a big mistake, as it impedes the manager’s transition into the productive mode. It also puts the new hire off, giving negative feelings about the new organization. With this, the foundation for an early departure is laid. This is bad for the organization, because it ends up losing a high potential candidate. It reflects HR’s poor ability to tap the immense potential the new manager would have brought and turning it to the organization’s advantage.
Learn the ways of placing the new managers in the saddle quickly
It is on this highly relevant and interesting topic that TrainHR, a leading provider of professional trainings for the human resources industry, will be offering a webinar. This learning session is aimed at teaching organizations the ways by which they can avoid being in a scenario where they end up losing great potential, all because of their own follies.
Marcia Zidle, who is CEO of Leaders At All Levels and a board certified executive coach and brings over 25 years of management, business consulting and international experience in the areas of business transformation, talent management and leadership development and provides strategic focus, alignment and guidance to business leaders and their teams, will be the speaker.
To gain insights into how to tap into the potential of new managers and make them productive from an early stage of their hiring; please register for this webinar by visiting http://www.trainhr.com/control/w_product/~product_id=701715LIVE?glo...
Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.
This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).
Skills needed for new managers
Marcia will explore the three critical skills that new managers need to master:
New managers will be in a position to master these elements when they phase out quickly into their new managerial position. It requires the development of leadership skills and techniques to enhance their personal and team outcomes. When new managers lead others, they need to have a greater level of self-awareness and core skills such as strategic thinking, influencing, increasing team performance and maintaining a goal oriented vision.
The manager needs to be open to learning, too
Marcia will show how people promoted into managerial positions newly need to discover new ways and levels of learn to let go of old ones, even if they have been valuable till now. Finding new ways of deriving personal and career satisfaction from their work and measuring their success is a critical mental switch that effective managers must make.
At this webinar, Marcia will describe the skills and techniques that managers need to have for successfully transitioning into a new role and becoming peak performers. She will cover the following areas at this session: