Leveling Up Your Emerging And Existing Managers


Manager Development Series

Congratulations! You have been given the authority to oversee a team, make more decisions and take on additional leadership responsibilities.

Whether some of your managers are new to the role of supervising others or have been doing the job for years, foundational and ongoing training opportunities are important in continuously developing emerging and existing leaders.

These training sessions are intended to start with laying the foundational expectations for our managers. Sharing experiences and working together within the group helps to weave a strong baseline. It creates the launching pad to build from and set consistent practices to then prepare future managers.

Session 1: Understanding Your Role

When you are put in a management role supervising others, there needs to be clarity around what is expected of you from leadership and from your team. In this session, we will look at those expectations and lay out what it means to be a leader and a manager, while still balancing your “normal” workload.

  • Being a Leader vs Being a Manager
  • Company Expectations vs Team Expectations
  • Balancing Roles, Accountability & Time

Session 2: Communication

Most issues on a team start with a lack of communication. We typically talk to our team as needed throughout the day; however, having a clear intentional plan makes it easier to navigate. In this session, we will build a basic communication plan that covers the lifecycle of an employee from onboarding to exit.

  • Communication Styles
  • The Employee Lifecycle
  • Building a Communication Plan

Session 3: Conflict & Difficult Conversations

When issues arise, how we react and handle them is important. In this session, we will walk through different situations to better understand how we react to conflict and best practices in managing them.

  • Recognize Conflict Styles
  • Pause & Evaluate
  • Managing Next Steps

Session 4: Coaching

As a manager, providing feedback is key, however it may look different for everyone. In this session, we will share ways to find out what’s most important to our teams, as well as how we get them engaged long-term.

  • Re-Direction for Needed Change
  • Recognition Languages
  • Succession or Growth Opportunities