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"Coming together is the beginning.

Keeping together is progress.

Working together is success."

--Henry Ford




Think of an employee's first promotion into a management position. What are the element (s) that might have motivated this promotion?

a) continuously exceeding expectations

b) extensive knowledge and expertise in a field

c) accountability with deadlines and reaching objectives


What's missing?

d) good team management skills



When promoted to a very first management role not every individual is equally equipped for the challenges of "people management".


What happens when...

  • a high performing Sales Account Executive is promoted to Sales Manager... with responsibility of the team's objective

  • a Programmer is promoted to Product Development Manager... with the responsibility of technical team

  • a Web Editor is promoted into Online Media Manager... with the responsibility of managing a team of online editors, graphic designers, server maintenance/administrator, programmers, media advertisers, etc...

  • a Graduate Trainee is tasked to act as a project liaison between various teams, with no staff management experience, let alone managing resources over which he/she has no recognised authority.

  • Etc....


A few challenges:

  • Former peers and work colleague become they employees

  • Other managers are becoming their peers and colleagues.

  • They may be joining a new team who has years knowledge and experience dealing with issues that are very specific to this department.

  • Engagement with senior management at a new level

  • The communication with HR takes on a whole new supportive and mentoring aspect, but yet the new manager does not want to get exposed for his/her lack of experience.


All these people have 5 things in common:

  1. Their promotion was an acknowledgement of their past achievements and a recognition of their potential within the organisation.

  2.  They are eager to be successful in their new job, and show results quickly

  3. They need to be brought up to speed, and gain the required knowledge for the new role, very quickly.

  4. They need to adapt they communications style to the new role.

  5. They need to introduce new communications dynamic with former colleagues and manager, and maintain respect.

  6. Researching how to become an effective manager is not on the priority list. They simply don't have time.

  7. They are scared of failure!


-- Our aim is to partner with your organisation to train your new managers today to become the leaders of tomorrow --

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