The Learning Circuits big question this month is: What Would You Do to Support New Managers?
I would pursue three informal learning elements:
Audio Self-Paced Learning
Give each new manager a pre-loaded “mp3″ player (for example, iPod Nano) with playlists that cover core management topics such as: providing feedback and coaching, effective communication (via one-on-ones, in email, via presentations, meetings, etc.), handling conflict, motivation and leadership, managing upwards, meetings, performance appraisal, hiring and firing decisions, financial budgets, etc. and what it means to be truly a professional in management.
For content, if a licensing agreement for redistribution in this manner can be reached, I would pull all or majority from “podcast” resources to both keep cost low and the voice authentic. In particular I highly recommend Manager Tools. I have subscribed to this series from Mark Horstman and Michael Auzenne since the very beginning in summer 2005 and have learned more practical hands-on management “how to” from them than anyone or anything else I have tapped into in my nearly decade as a manager.
Another podcast series I have particularly benefited from is David Maister.
I would also include a very brief audio introduction and “welcome to management” from the CEO that primarily speaks to the importance of management in obtaining the company’s vision and desired culture. Brief interviews with other senior managers within the company about what it means to be a manager and how to succeed as manager could also be effective, in addition to the CEO voice.
I would avoid anything that feels like packaged-polished learning modules from the training department, HR or the many e-learning suppliers — as I don’t believe it will be willingly consumed or as valuable.
If physical redistribution isn’t practical because of either cost or licensing, then I would at least provide a “highly recommended” list of material to download or subscribe to from the internet. In this scenario, I would also add Elliott Masie’s interviews with Ken Blanchard to the ones I mention above — and, I’m sure there are many other free resources as well.
Coaching
I would encourage new managers to establish a coaching relationship with an experienced manager other than their own. Here I would keep the actual program aspects “light” — for example, maintain a list of experienced managers that are open to being coaches and perhaps have been nominated by their own manager and/or completed a minimal training program of half to one-day duration. I would not however put in overhead for actively making the matches or policing participation.
Community
Lastly, I would include a community of practice element that consisted of, at minimum, a mailing list (or forums) and periodic conference calls on topics of particular interest to managers.
Closing notes:
- Experienced managers will benefit from all of these elements and should be encouraged participate as well as the new managers.
- I would position any new manager program as being at least one year in duration, if not for life-time of the management career — avoid any signalling of one or two courses and then you are “done”
- If not already adequately in place for managers in general, to the above I would also add very brief (3-5 minute segments) e-learning for the more mechanical aspects of the HR and Finance systems, e.g. how to create a performance appraisal or budget (assuming software application support for such exists.)
Ray: Some great ideas here, but I’d suggest that you have them backwards. Start with the community. A password to a vibrant leadership community would be a great reward to a newly promoted or hired manager. Giving them Nano filled with great podcasts, which sounds like a good idea, is equivalent to dropping a couple of dozen management books on the new manager’s desk and saying, “Read these and you’ll be on your way to being a great manager.” The already overwhelmed newbie will once again wonder if this is what they really want to be doing. Besides I’ve already got a smartphone and an MP3 player. What am I going to do with this Nano?
Put those same podcasts in a resource library in an online community with comments and discussion by other managers about how the concepts fit with your corporate culture – now there’s something I’ll dig into.
As to coaching, a vibrant community would allow new managers to observe other managers and executives who might be potential coaches/mentors. Who’s contributions resonate with you? Who likes to go fishing on weekends? Who went to the same college? Lives in the same suburb? I’ve always thought the idea of “just pick someone” as the way of finding a coach or mentor was far to random. A good coaching relationship needs more connection than “we work at the same place.”
Again, great ideas Ray. You definitely got me thinking. Thanks.
Dave
Hi Dave,
Thanks for the thoughtful feedback.
I hadn’t meant to imply sequencing and rather I had in mind that all three components were in place at “day one.” I do agree however that if sequential, then community should come first.
Where we differ is audio self-paced learning, especially relative to my specific recommendation of Manager Tools and audio from executives within the company. I don’t accept that this is “equivalent to dropping a couple of dozen management books on the new manager’s desk and saying, ‘Read these and you’ll be on your way to being a great manager.’†From my own experience I have found the podcast format to be very accessible, in part with my long commute hours where I do nearly all of my consumption during otherwise unproductive drive-time. Short chunks, highly practical, authentic, not weighted with instructional baggage, and part of a support network outside of own company — which can be important — via e.g. the complementary Manager Tools Forums.
Regarding the give-away mp3 player…my thinking here is to further reduce the overhead and barrier to entry for the new manager. No fuss, no bother, pre-packaged ready to go. A small financial investment given the impact that a good (or worse, bad) manager can have, or what is spent on formal training. Already have a mp3 player? Well, then just a nice spiff to pass along to one of the kids after consuming the initial content.
As far as the “resource library”…I’m supportive as long as it doesn’t become an assignment versus a support resource.
Agreed that my short mention of coaching program wasn’t fully developed. You bring up some good points, and this is an area I would like to explore further another time.
Ray