6 Responses

1. Here’s a couple …
   Alice, a subscription to Management Today magazine won’t hurt plus membership of the ILM (possibly paid for by the employer?). Another thought is to have a dedicated area which holds copies of magazines and relevant publications which individuals can borrow and return. A previous employer stored such publications in the HR department. Having a dedicated area might reduce any perceived ‘exclusivity’ and encourage anyone with management aspirations.

2. action learning type peer support
   As well as mentoring you could try a peer support type approach; small groups to assess and assist each other
   Rus

3. What is the Key to Managing People?
   What new managers need is some really great tools for managing people complete with the reasons why those tools are correct.

   I would be happy to provide them. To get a sense of what I recommend, please google the article “Leadership, Good or Bad” and read it. That provides the essence of what I learned in 30+ years of managing people, of making all the possible mistakes including use of the top-down command and control approach for 12 years and then slowly changing to its exact opposite. This new approach allowed me to successfully turn around four different management disasters including a 1300 person unionized group in New York City.

   Hope I can be of help, Ben
   Author “Leading People to be Highly Motivated and Committed”

4. Online Action Planning and Support
   Hi Alice!

   Earlier in the year, on the site I talked about an online goal setting and action planning tool I’ve used in the past:

   https://www.trainingzone.co.uk/cgi-bin/item.cgi?id=182510

   With all the great resources you’ll have on offer to your new managers, it’s important to keep them “ticking over” with regard to their ongoing development, especially during the first few months.

   I’d suggest using such a tool to get the new managers to agree some short to medium term goals, with their line managers; to share those with you/their coach, and then to use the “update” feature to encourage the new managers to regularly reflect on their progress and next steps. All of this can be linked to specific resources you have on offer. The tool also had a feedback feature, which meant the coach could stay in “virtual contact” with the person throughout the period.

   Feel free to contact me for more information.

   Tim

5. Ongoing support meetings
   Hi Alice. I would recommend an ongoing programme of Action Learning and/or Self-Development Groups. Meeting every 4 to 6 weeks, about 6 people in each group, over a period of 9 to 12 months.

   I imagine you know something of Action Learning, but if you would like an electronic copy of a booklet we have written then do get in touch with me.

   Coaching would also be useful; the new managers could be trained to coach each other – co-coaching in pairs, again over a period of months.

6. Self-Directed Resources
   How about a self-directed learning directory or on-line discussion forum (like this one!)?

   I am a huge fan of self-directed learning resources, especiaolly for managers who can pick up their directory and be guided through ‘how to do X’, including where to access detailed info, who to speak to, top tips etc, when they find the need to do X.

   This is great for those management tasks that are important but not urgent…if you cover them in induction, they will be forgotten, as people are unlikely to use the knowledge/skills for a long time.

   An on-line network would also be a great idea if your business can support it.