Getting New Managers to Deliver Quickly
Getting New Managers to Deliver Quickly
As companies start transforming their businesses in response to changing market conditions, they need their people to deliver. Every CEO faces two main people challenges. The CEO's first challenge is to develop current high performers into good leaders who can put in place a multiplier effect on their talents. The CEO's second challenge is to induct new talented people and get them off the block quickly. For new businesses attracting good people can a daunting task, but once in their acceptance is not difficult. New people are more likely to be welcome. For businesses that have been around however, getting new people accepted can be quite difficult.
Orientation programs
Often, initiating new people is handled through some orientation program. It is expected that new people, particularly at senior levels, are capable enough to take care of themselves. But despite the increasing importance of a fast start, new managers face daunting obstacles in getting connected. Without some initial support and a framework for learning, many managers find it difficult to reach out to new colleagues themselves. For example, an experienced manager who's just starting out in a new job may hold the traditional belief that you only go to higher-ups for advice and information. Thus she misses out on making connections with knowledgeable peers and subordinates. And managers of all ages worry that by asking questions, because they might be seen to be incompetent.
Process way helps
I had an interesting experience at one the organizations I am consulting with. We had established a permanent process way through process measurements, process MIS and ongoing process improvement efforts. When a new VP Manufacturing was appointed, he was given a short overview of the processes and their reviews. The new VP got into his role very quickly. Of course , he was formally and informally introduced to the team. But, the process framework addressed his work related questions immediately and directly. It helped him assess existing situations quickly. It helped him taking an informed and independent view on what he should focus on straightaway.
If organizations have a strong process culture that overrides a functional organization, new people find it easy to start performing sooner.
Getting New Managers to Deliver Quickly - To learn more about this author, visit Hemant Karandikar's Website.
Like this article? Share it with your friends
People challenges
As companies start transforming their businesses in response to changing market conditions, they need their people to deliver. Every CEO faces two main people challenges. The CEO's first challenge is to develop current high performers into good leaders who can put in place a multiplier effect on their talents. The CEO's second challenge is to induct new talented people and get them off the block quickly. For new businesses attracting good people can a daunting task, but once in their acceptance is not difficult. New people are more likely to be welcome. For businesses that have been around however, getting new people accepted can be quite difficult.
Orientation programs
Often, initiating new people is handled through some orientation program. It is expected that new people, particularly at senior levels, are capable enough to take care of themselves. But despite the increasing importance of a fast start, new managers face daunting obstacles in getting connected. Without some initial support and a framework for learning, many managers find it difficult to reach out to new colleagues themselves. For example, an experienced manager who's just starting out in a new job may hold the traditional belief that you only go to higher-ups for advice and information. Thus she misses out on making connections with knowledgeable peers and subordinates. And managers of all ages worry that by asking questions, because they might be seen to be incompetent.
Process way helps
I had an interesting experience at one the organizations I am consulting with. We had established a permanent process way through process measurements, process MIS and ongoing process improvement efforts. When a new VP Manufacturing was appointed, he was given a short overview of the processes and their reviews. The new VP got into his role very quickly. Of course , he was formally and informally introduced to the team. But, the process framework addressed his work related questions immediately and directly. It helped him assess existing situations quickly. It helped him taking an informed and independent view on what he should focus on straightaway.
If organizations have a strong process culture that overrides a functional organization, new people find it easy to start performing sooner.
Getting New Managers to Deliver Quickly - To learn more about this author, visit Hemant Karandikar's Website.
Like this article? Share it with your friends
 | |
 |
No article feedback found. |
| |
Leave Your Feedback |
 | |
| |||
Joe DagerJoe Dager is President of Business901, a progressive coaching company providing no-nonsense direction in areas such as Lean Six Sigma Marketing and organized referral marketing. What others say: In the past 20 years, Joe and I have collaborated on many difficult issues. Joe’s ability to combine his expertise with “out of the box” thinking is unsurpassed. He has always delivered quickly, cost effectively and with ingenuity. A brilliant mind that is always a pleasure to work with.” - James R. If you want to learn more about Business901, start a conversation with us. We can be found @ Web/Blog: Business901.com Web/Blog: FundingYourNonprofit.com LinkedIn Profile Follow me on Twitter - Visit Joe Dager's Website |
|||
|
To learn more about the Evan Elite Author Program please contact us. | |||
 | |
|  |
Subscribe to Hemant's articles
 |
|
Regenerate! - Online Leadership coaching you can learn the "Regenerative Leadership" skills while being on the job.
|
|
 |
 | |
|
| |
 | |||||||
|
 | ||
 |
||
 |
||
 |
||
|
| ||
 |
| Have you written articles that would be of value to entrepreneurs? Become an expert on our site by publishing them! Expose yourself to a wide audience, drive more traffic to your website and get more sales! Click Here for details. |
|
|
 |
| Modeling the Masters: Learn the true secrets behind Walt Disney's business success factors & grow your company! Video produced by Phanta Media |
|
|
 |
"Learn straight from Evan how you can Make a Full Time Income (And More) from a Website"
Click Here To Learn More |
|
|
|
|
Get advice & tips from famous business owners, new articles by entrepreneur experts, my latest website updates, & special sneak peaks at what's to come!
|
|
|
 Dream Boards Why Banks Say No eguide Coaching System English Free Marketing Plan Template |
|
 | ||
 |
Top 50 Franchising Blogs
Top 50 Franchising Blogs | |
 |
Email The Reporters
Press Release Builder | |
| ||
 | ||||
| ||||
|
| ||||
| ||||
|
|
|
|
|
||||||||||||
|
Email us your ideas on how to make our website more valuable! Thank you Sharon from Toronto Salsa Lessons / Classes for your suggestions to make the newsletter look like the website and profile younger entrepreneurs like Jennifer Lopez and Sean Combs!
|
|
|
| ||||||||||
|
| ||||||||||
|
|
||||||||||