Enable the Transition to Leadership for First-Time Managers
Move beyond a do’s and don’ts training deck to create a robust first-time manager (FTM) development program.
RETIRED CONTENT
Please note that the content on this page is retired. This content is not maintained and may contain information or links that are out of date.Without an effective first-time manager (FTM) development plan:
- Investment into leadership development programs are often not sustained.
- Poor management and leadership can lead to low productivity.
- Low business-based decision making, organizational savvy, and talent development competencies in frontline managers.
An effective first-time manager (FTM) development plan:
- Lessens the steep learning curve FTMs often face alone.
- Increases employee productivity, reduces voluntary turnover, and impacts end-consumer satisfaction.
- Improves employee engagement through stronger employee-manager relationships.
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Module 1: Define FTM Expectations, Audit Current Development Initiatives, and Identify Future Opportunities
The Purpose
- Determine expectations across FTM components.
- Assess current practices for effectiveness.
- Determine metrics for driving FTM program success.
Key Benefits Achieved
- FTM expectations determined and current initiatives evaluated.
- FTM program objectives and metrics set.
| Activities: | Outputs: | |
|---|---|---|
| 1.1 | Determine FTM expectations. |
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| 1.2 | Identify existing FTM development initiatives in your organization. |
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| 1.3 | Generate insights from qualitative and quantitative data collected. |
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| 1.4 | Set program metrics. |
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Module 2: Design Your FTM Development Program
The Purpose
- Create an action plan and allocate resources for the new FTM program design.
- Determine a roll-out plan for the FTM program.
- Assess potential benefits and hurdles to implementation.
Key Benefits Achieved
- FTM program plan mapped out.
- Program implementation plan designed.
| Activities: | Outputs: | |
|---|---|---|
| 2.1 | Assess whether FTM expectations are being met. |
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| 2.2 | Determine whether to stop, start, or continue development initiatives. |
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| 2.3 | Plan out training logistics. |
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| 2.4 | Create an FTM learning path. |
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| 2.5 | Assign learning path accountabilities. |
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| 2.6 | Evaluate and finalize program rollout method. |
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