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Developing New Managers -Trainer Course & Training Materials + Trainer Resources

Instant Access | Includes Assessment & Certificate | UK CPD Accredited | Instant Certificate Download


LearnPac Systems

Summary

Price
Save 14%
£595 inc VAT (was £695)
Offer ends 31 December 2019
Study method
Online, self-paced
Duration
12 Hours
Qualification
12 CPD points / hours
Additional info
  • Exam(s) / assessment(s) is included in price

Add to basket or enquire

Overview

Developing New Managers - Online Training Course - Support New Managers to Become Great Managers + Leaders

Management must be effective for the success of any business. Unfortunately, it is all too easy to overlook the training and development of new managers. When you provide your managers and employees with the skills and tools they need, you will greatly boost morale and strengthen your organisation.

Study method - Online, self-paced (6-12 study hours)

Course format - Online (24/7 access), modular

Course Duration - Part-time (1 year access)

Qualification - Certificate of completion

Course Delivery – via desktop PC/MAC, laptops, tablets or smart phones

Awarded Body – IAOTS Accredited/CPD Standards

(image)
Course aims

With our developing new managers e-learning course, participants will understand the value of investing in employees and developing management. By focusing on development opportunities, participants will establish a culture that retains top talent and improves succession planning.

Course objectives

The objectives of this developing new managers online course are to:

  • Discuss strategies for developing new managers
  • Understand the importance of defining a clear management track
  • Determine core roles and competencies for managers
  • Understand the importance of continuous development for managers
  • Apply the principles of manager development to your own organization

What’s covered in this course?

This online developing new managers course covers the following:

Module One: Getting Started

  • Housekeeping Items
  • Pre-Assignment Review
  • Workshop Objectives
  • The Parking Lot
  • Action Plan

Module Two: Managers are Made, Not Born

  • Managers Must be Developed
  • Management Skills can be Learned
  • Managers Learn by Being Managed Well
  • Create a Management Track
  • Case Study
  • Module Two: Review Questions

Module Three: Create a Management Track

  • Clearly Define Roles and Competencies
  • Provide Tools
  • Identify Candidates Early
  • Clearly Define Management Track
  • Case Study
  • Module Three: Review Questions

Module Four: Define and Build Competencies

  • Clearly Define Competencies Needed
  • Identify Strengths
  • Identify Development Areas
  • Provide Development Opportunities
  • Case Study
  • Module Four: Review Questions

Module Five: Managers Learn by Being Managed Well

  • Pair New Managers with Mentors
  • Reward Effective Managers
  • Emulate Effective Managers
  • Create/Document Best Practices
  • Case Study
  • Module Five: Review Questions

Module Six: Provide Tools

  • Provide Manuals or Policy Documents
  • Empower New Managers
  • Provide Support
  • Provide Training and Development Opportunities
  • Case Study
  • Module Six: Review Questions

Module Seven: Provide Support

  • Encourage Peer Networking
  • Establish Resource People
  • Encourage Mentor Relationships
  • Establish Regular Check-ins
  • Case Study
  • Module Seven: Review Questions

Module Eight: Identify Strong Candidates Early

  • Development Begins Early
  • Identify Candidates Early
  • Identify Candidates Through Evaluations
  • Develop Those with Management Goals
  • Case Study
  • Module Eight: Review Questions

Module Nine: Clearly Define the Management Track

  • Make the Path to Management Clear
  • Serves as a Guidepost
  • Ensures Quality Training/Support
  • Succession Planning and Change Management
  • Case Study
  • Module Nine: Review Questions

Module Ten: Empow

Description

Developing New Managers - Online Training Course - Support New Managers to Become Great Managers + Leaders

Management must be effective for the success of any business. Unfortunately, it is all too easy to overlook the training and development of new managers. When you provide your managers and employees with the skills and tools they need, you will greatly boost morale and strengthen your organisation.

Study method - Online, self-paced (6-12 study hours)

Course format - Online (24/7 access), modular

Course Duration - Part-time (1 year access)

Qualification - Certificate of completion

Course Delivery – via desktop PC/MAC, laptops, tablets or smart phones

Awarded Body – IAOTS Accredited/CPD Standards

(image)
Course aims

With our developing new managers e-learning course, participants will understand the value of investing in employees and developing management. By focusing on development opportunities, participants will establish a culture that retains top talent and improves succession planning.

Course objectives

The objectives of this developing new managers online course are to:

  • Discuss strategies for developing new managers
  • Understand the importance of defining a clear management track
  • Determine core roles and competencies for managers
  • Understand the importance of continuous development for managers
  • Apply the principles of manager development to your own organization

What’s covered in this course?

This online developing new managers course covers the following:

Module One: Getting Started

  • Housekeeping Items
  • Pre-Assignment Review
  • Workshop Objectives
  • The Parking Lot
  • Action Plan

Module Two: Managers are Made, Not Born

  • Managers Must be Developed
  • Management Skills can be Learned
  • Managers Learn by Being Managed Well
  • Create a Management Track
  • Case Study
  • Module Two: Review Questions

Module Three: Create a Management Track

  • Clearly Define Roles and Competencies
  • Provide Tools
  • Identify Candidates Early
  • Clearly Define Management Track
  • Case Study
  • Module Three: Review Questions

Module Four: Define and Build Competencies

  • Clearly Define Competencies Needed
  • Identify Strengths
  • Identify Development Areas
  • Provide Development Opportunities
  • Case Study
  • Module Four: Review Questions

Module Five: Managers Learn by Being Managed Well

  • Pair New Managers with Mentors
  • Reward Effective Managers
  • Emulate Effective Managers
  • Create/Document Best Practices
  • Case Study
  • Module Five: Review Questions

Module Six: Provide Tools

  • Provide Manuals or Policy Documents
  • Empower New Managers
  • Provide Support
  • Provide Training and Development Opportunities
  • Case Study
  • Module Six: Review Questions

Module Seven: Provide Support

  • Encourage Peer Networking
  • Establish Resource People
  • Encourage Mentor Relationships
  • Establish Regular Check-ins
  • Case Study
  • Module Seven: Review Questions

Module Eight: Identify Strong Candidates Early

  • Development Begins Early
  • Identify Candidates Early
  • Identify Candidates Through Evaluations
  • Develop Those with Management Goals
  • Case Study
  • Module Eight: Review Questions

Module Nine: Clearly Define the Management Track

  • Make the Path to Management Clear
  • Serves as a Guidepost
  • Ensures Quality Training/Support
  • Succession Planning and Change Management
  • Case Study
  • Module Nine: Review Questions

Module Ten: Empower New Managers

  • Decision Making
  • Asking for Help
  • Support, Don"t Micromanage
  • Continuous Growth and Development
  • Case Study
  • Module Ten: Review Questions

Module Eleven: Provide Growth Opportunities

  • Provide Continuous Growth Opportunities
  • Create a Development Plan
  • Provide Regular Feedback
  • Encourage Mentoring
  • Case Study
  • Module Eleven: Review Questions

Module Twelve: Wrapping Up

  • Words From The Wise
  • Review Of The Parking Lot
  • Lessons Learned
  • Recommended Reading
  • Completion Of Action Plans And Evaluations

Why is this developing new managers course important?

New managers are likely to be raring to go with their personal development – you’ll rarely have a problem getting them to engage with it. Instead, as you’ll have discovered, the problem is to work out exactly what they already know, and to build on this.

Internal hires may have built up extensive knowledge as they’ve progressed within your organization, but how can you be sure what they know, so that you can identify what their next steps should be? Or, what if they’ve picked up bad habits that they don’t know about – or want to admit?

The situation is doubly difficult if you’re working with an external recruit. He or she may have “baggage” from previous roles, or wide gaps in knowledge due to having worked in a different environment. You won’t have a formal record of what they know beyond their resumé, which is unlikely to provide a sufficiently detailed learning history.

Plus, with both groups, it can be a challenge to work out what knowledge and skills they don’t have – without subjecting them to a baptism of fire, or wasting their time with learning that’s too basic.

Why choose our online training courses?

All our e-learning courses can be accessed on any electronic/computerised device. You can study at work or at home, in your own time and at your own pace!

  1. Easy to follow and understand
  2. Only 6-12 hours recommended study time
  3. 1 year access to course & learning materials
  4. Access your course anytime, anywhere & on any device
  5. Complete course on desktop computer, laptop, tablet or smartphone
  6. Additional references and downloadable materials available
  7. Certificate (IAOTS Accredited)

Course accreditationThe content of this online t

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