Identify the failure points in leadership skills for new managers most likely to cause loss, and control them first.
Building Effective Leadership Skills for New Managers
A working programme in leadership skills for new managers for managers who have to deliver with existing resources.
📍 Tripoli🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
Data on leadership skills for new managers is abundant; insight about it is not. People decide what new managers really means by watching who gets promoted. Participants who influence the people management and development capability without directly controlling it will find the content directly usable. The teaching approach is deliberately practical: participants build a people policy for leadership skills for new managers as they go. Participants gain a clear basis for measuring what this area of people management and development has actually achieved. Benchmarking exercises repeatedly place new managers among the areas with the widest performance spread. Teams frequently over-invest in documenting leadership skills for new managers and under-invest in testing it. The programme converts new managers from an area of general awareness into a set of repeatable practices. Work concludes with a self-assessment of the people management and development capability that participants can repeat annually.
Expected Learning Outcomes
Build a register of the risks attaching to new managers and keep it current.
Align leadership skills for new managers with the organisation's workforce plan rather than treating it in isolation.
Prepare managers for the emotional load new managers places on them.
Communicate the purpose of leadership skills for new managers to those who have to comply with it.
Address the equity and inclusion implications of new managers deliberately.
Review leadership skills for new managers annually against what actually happened, not what was intended.
Who Should Attend
Line managers who apply leadership skills for new managers in practice.
Reward and compensation staff whose frameworks interact with new managers.
Those responsible for briefing external stakeholders on leadership skills for new managers.
Senior leaders accountable for the culture new managers produces.
Internal communications staff explaining leadership skills for new managers to the workforce.
Planning staff whose forecasts and budgets are affected by new managers.
Course Modules
Leadership skills for new managers: records, privacy and legal defensibility
2 sessions · 8 pointsSession 1Piloting a change to leadership skills for new managers before committing
- Ask employees what leadership skills for new managers feels like from their side.
- Design the communication for new managers around the questions people will actually ask.
- Confirm records relating to leadership skills for new managers meet retention and privacy rules.
- Compare intended and actual outcomes of new managers honestly.
Session 2Getting other functions to support new managers
- Close out actions on leadership skills for new managers rather than leaving them open indefinitely.
- Assign responsibility for keeping documentation of new managers current.
- Check that leadership skills for new managers complies with current labour regulation in every location.
- Prepare the response for the most likely failure in new managers.
New managers: policy design and legal footing
2 sessions · 8 pointsSession 1Writing a policy on new managers a line manager can actually use
- Set escalation thresholds for leadership skills for new managers that work out of hours.
- Estimate the cost of new managers and the cost of leaving it unchanged.
- Check that records of leadership skills for new managers answer the questions likely to be asked.
- Test the policy on new managers against three real cases from the past year.
Session 2Escalation and decision rights in new managers
- Pilot changes to leadership skills for new managers in one area before wider rollout.
- Estimate the resource new managers requires to run as designed.
- Define who decides on leadership skills for new managers and who may only recommend.
- Confirm that contractual obligations around new managers are understood.
New managers: cost, benefit and workforce planning
2 sessions · 8 pointsSession 1Building manager capability in new managers rather than owning it centrally
- State the purpose of leadership skills for new managers in one sentence a new manager would understand.
- Review new managers for unintended equity effects across groups.
- Write down the assumptions underpinning the approach to leadership skills for new managers.
- Build the appeals route for new managers and publish it.
Session 2Reviewing leadership skills for new managers against what actually happened
- Script the difficult conversation leadership skills for new managers requires and rehearse it.
- Arrange the handover of new managers so capability survives staff changes.
- Identify single points of dependency in leadership skills for new managers and reduce them.
- Identify the data the organisation already holds that bears on new managers.
New managers: communication and employee understanding
2 sessions · 8 pointsSession 1Testing new managers before relying on it
- Set the consistency check that catches uneven application of leadership skills for new managers.
- Benchmark the organisation's new managers against comparable operations.
- Plan succession for roles most exposed to leadership skills for new managers.
- Establish who is informed, consulted and accountable in new managers.
Session 2Costing new managers honestly, including the cost of inaction
- Rank the weaknesses in leadership skills for new managers by consequence rather than by ease of fixing.
- Distinguish symptoms from causes when new managers underperforms.
- Map the handovers in leadership skills for new managers between functions and secure them.
- Rehearse the briefing on new managers that would follow an incident.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
We will contact you within one business day to confirm.