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Training a new manager works best when it is practical, structured and ongoing. Start by clarifying what the manager must do well, then build skills through onboarding, live learning, coaching, peer practice, feedback and regular measurement. The goal is not just knowledge. It is confident behavior change on the job.
Here’s a step-by-step guide to training your new managers:
1. Identify core competencies + training gaps
Begin by identifying the essential skills and behaviors that the new manager needs and the areas where they may need further development. Skills can be categorized into three main areas:
- Leadership + people management: Assess their ability in coaching, delivering feedback, delegation, emotional intelligence and conflict resolution.
- Communication skills: Ensure they can effectively convey goals, expectations and constructive feedback. Listening is just as important.
- Operational + strategic knowledge: New managers must understand how the business operates, how their team fits into the bigger picture and how to align their team’s work with broader business goals.
Tip: Don’t overwhelm new managers by teaching everything at once. Identify the gaps in their current skill set and prioritize critical areas to focus on first for immediate success.
2. Onboard with purpose
New managers should be onboarded into their roles thoughtfully. Here’s how to set them up for success:
- Set clear expectations: Clarify their role, responsibilities and performance expectations. Ambiguity creates anxiety and confusion.
- Team introductions: Help the new manager establish strong relationships with their team early. Strong rapport builds trust and transparency from the start.
- Shadowing experienced leaders: Let new managers observe senior managers in action to witness effective management styles and real-time problem-solving.
Tip: Make sure the onboarding is not just about operational tasks. Emphasize leadership development, too.
3. Provide foundational management training
A formal management training curriculum is essential for instilling the basics. This can include:
- Classes on leadership fundamentals: Plan live sessions to cover essential topics such as leading through change, motivating teams and fostering inclusion.
- Soft skills training: Focus on emotional intelligence, active listening and handling difficult conversations. These soft skills are make-or-break for a successful manager.
- Performance management: Teach new managers how to set realistic goals, conduct meaningful performance reviews and give constructive feedback.
Tip: Partner with learning providers like Electives to offer live, expert-led classes that give managers space to practice, get feedback and work through real scenarios. For a broader view of what strong programs include, see what to look for in a manager training program.
4. Offer situational coaching + mentoring
Pair new managers with experienced mentors who can offer personalized advice. Encourage frequent check-ins where the new manager can:
- Discuss real-world challenges they’re facing.
- Get feedback on their management approach.
- Work through specific scenarios in confidence.
Tip: Mentoring works best when it's a two-way conversation. Encourage new managers to come prepared with questions or challenges.
5. Provide resources for continuous learning
Give new managers access to learning tools and resources, such as:
- Books + articles: Curate a leadership and management book list for continuous development.
- Live learning platforms: Provide access to learning platforms with classes covering the basics and more niche areas like financial acumen or conflict mediation.
- Practice opportunities: New managers need chances to apply what they learn before high-stakes moments happen. Roleplays, simulations and guided scenarios can help them build confidence with feedback conversations, delegation and conflict mediation.
Tip: Make resources easily accessible and relevant. Don’t overload new managers with content. Quality over quantity.
6. Foster peer learning + collaboration opportunities
New managers can benefit significantly from learning alongside their peers. Create opportunities for:
- Manager roundtables: Regular forums where managers can share experiences, challenges and practical solutions.
- Cross-departmental training: Help managers understand other parts of the business to enhance collaboration and break down silos.
- Learning with peers at other companies: New managers benefit from seeing what’s the same and what’s different across companies. Plus, learning with peers offers valuable networking opportunities.
Tip: Peer learning is powerful, especially when vulnerability and honesty are encouraged during discussions to maximize impact.
7. Implement regular feedback mechanisms
New managers need regular feedback to course-correct and grow. Use:
- 360-degree feedback: Collect input from their direct reports, peers and superiors to comprehensively view their management approach.
- Self-assessments: Encourage new managers to reflect on their performance and identify areas for improvement.
- Continuous check-ins: Hold frequent one-on-one sessions with a senior leader to offer constructive feedback and support their development.
Tip: Be specific with feedback. Vague praise or criticism won’t help new managers grow.
8. Assess + adapt
New manager training should be an ongoing process. Revisit the training periodically to:
- Track progress: Monitor performance through team engagement, productivity and turnover metrics.
- Adjust training: Modify the program based on evolving business needs, industry shifts or emerging leadership trends.
- Refresh skills: As managers grow in their role, offer advanced leadership training or executive coaching to keep them evolving.
Tip: Provide ongoing development opportunities. Leadership skills always have room for improvement.
