LearnaBytes

The New to Management programme is a development programme I am currently designing and developing for new managers and those managing for the first time. The goal of the programme is to give new managers and those new to managers some foundational skills for growing into their roles.

I introduced the programme in a previous post here and in this post and future ones, I want to describe the contents of the programme. The programme has six modules in addition to an introductory module which I have titled – Module 0. The programme also has a simple structure with just two elements:

• Virtual training modules
• Works tasks/homework in between the modules.

The image below illustrates the structure.

Module 0 which really is the first module, though it’s not included in the image above is titled – ABOUT THE PROGRAMME.

The objectives module 0 are:

• Describe the structure and content of the New to Management programme.

• Explain what is required to prepare for the first module.

The session starts out introducing those objectives to the participants and then moves on to ask them two questions which are:

• Why are you attending this programme?
• What do you want to be able to do by the end of this programme?

The participants will be given the opportunity to reflect on these questions and write their answers in the chat window.

It is an opportunity for them to think about what they really want from the programme.

After that, we then move on to start talking about the content of the session. There is a summary slide which shows the six modules that make up the programme. Here it is.

As you can see from the slide, the programme has six modules which are:

• Role of the manager
• Managing performance
• Crucial conversations
• Team building
• Developing people
• Managing yourself

At this stage, the participants will be introduced to each module briefly and also put into groups to look at more detailed information about each module in their workbooks and discuss their thoughts about it.

In the next series of posts, I will share with you what each of the six modules covers.

I’ve worked across a number of organisations as a learning and development practitioner and in my current organisation, I also manage people. One thing I have never seen is a proper developement programme tailored to new and first-time managers. What tends to happen is organisations either commission expensive off-the-shelf individual courses for new managers to choose from or you may get development programmes offered to new and first time managers in more prestigious organisations with large budgets.

For instance, I did come across the training materials Google used to train new managers. They were published on the internet for free. But my experience is that most people who start as new managers, managing one or more people are usually dropped into the role and they learn on the go.

When I first started this blog my original vision was to dedicate it to writing about resources I have created and want to create for new and first-time managers because that’s where I found myself a couple of years ago. I do believe such managers need a lot of support and training.

I’ve decided to go back to that original vision and recently I have started working on a personal goal which also spills over into my job to create a development programme for new and first-time managers.

The programme will be developed to be delivered virtually on platforms such as Zoom and Microsoft Teams. My initial plan is for the programme to consist of an introductory module which I have called ‘Module 0’ to introduce the programme and six other modules (modules 1-6) that cover the core content of the module.

The modules will be delivered two weeks apart and participants will be given tasks to do in between the modules. The structure will look like what’s shown in the image below.

I’ve not included module 0 in the image but as you can see the programme has a very simple structure which is delivered through virtual training sessions (the modules) to the participants and in between the modules they will be given work tasks or projects to complete.

If you think the programme looks too simple, then you are right. It is simple and I have done that on purpose. My experience has taught me that complicated and complex programmes often don’t work because they have too many moving parts and they wear people out.

I remember working in an organisation with a manager who implemented a brilliant and very successful management development programme which consisted of:

• Six half-day classroom training sessions
• Afternoon action learning sets after the classroom sessions
• MBTI assessments (all delivered in-house without the involvement of any external consultants)
• End of programme projects which focused on things needed by the organisation

Though this programme has four parts it was very simple to implement. The modules were done every six weeks so there was more than enough time to do everything. The MBTI assessments were done at the start of the programme and discussed briefly during each classroom session in relation to the topic being covered.

The programme worked very well and when the L&D manager who implemented it left and a new manager was recruited, the manager tried to be a bit clever with the programme adding some spin too it. They made it too complicated and messed it up. That mistake got the manager kicked out of the organisation.

My lessons from all this is – keep your development programmes simple, especially those meant for new and first line managers. As much as possible try and deliver the programme with in-house resources without spending too much money on it. Also, don’t aim for perfection and make sure it is not unnecessarily difficult for everyone involved, both the facilitators and participants.

My vision for this programme is to make it easily accessible, of good quality, affordable, and easy to deliver.

In my next post, I will focus on ‘Module 0’ which introduces the development programme.