For information on getting started, call a team member at 800.349.0941
WHAT BROUGHT YOU HERE
Have you recently been promoted and finding it hard making the transition from individual contributor to the boss? Are you experiencing doubt, anxiety, or frustration as a new boss? Do you have a team of motivated and ambitious individuals and all you want to do is help them excel but you’re not sure how to do that?
WE GOT YOU COVERED
As a new manager you are at the intersection of excitement and uncertainty. The exhilaration that comes with a promotion and the endless possibilities create excitement. With a new title coupled with greater responsibility, the transition can be quite scary. Understandably, the average boss is not prepared for a chaotic work climate, varying attitudes, being unpopular and held accountable for others. But who wants to be average? We want to foster exceptional bosses that thrive in their environment. The First-Time Manager program introduces the secrets of successful managers: Goal Setting, Praising and Redirecting. The program develops those secrets into a conversation framework that is easy for new managers to understand and master.
PAIRS GREAT WITH
The Boss Blueprint e-learning Program for New Managers, Like a REAL Boss Global Podcast for Modern Leaders, How to Coach and Mentor
An individual contributor was promoted to a Facilities Manager within his department but lacked the experience and management skills needed to successfully manage his team. A large percentage of his role, around 70%, was spent resolving conflict yet he lacked the experience and conflict resolution skills which resulted in frustration, knee-jerk reactions and a lack of trust resolving issues.
Determine the manager’s natural leadership style and leverage his strengths to improve efectiveness; provide confict resolution skill training coupled with constructive feedback and efective communication; observe and measure critical behaviors, gather feedback from his boss and conduct subordinate interviews to determine progress made.
As a result of attending four hours of training per month, acquiring knowledge, practicing and applying the knowledge learned, executive leadership reported a signifcant improvement and increased trust in confict resolution. Six critical behaviors were observed and reported. On a scale of 1-5, the new manager went from a two to a four in confict resolution and communication.