Human Resources Training

Making new managers productive quickly


When an organization hires new managers, it has a lot of expectations from them. Considering the potential they have, they are seen as future leaders of the organization. They are expected to take on a number of roles. They take on a lot of responsibilities, which is why it is a given that they could take some time to get their eye in into the job. Getting accustomed to the new environment, the reportees, the new work and sometimes new business, and very importantly, the new organizational culture, all take time to sink in.

However, a mistake most organizations do is that instead of hastening the new manager into getting adjusted into the new role and making her productive at the earliest; they define the functions of the new manager rather vaguely and ambiguously. As a result, when a manager is taken for her technical excellence; she ends up being made to work in a role that is different from the one offered to her. Instead of being made to lead, the new manager could end up being placed in a position of secondary importance, something that will further impede her switch to the productive gear.

This is a big mistake, as it impedes the manager’s transition into the productive mode. It also puts the new hire off, giving negative feelings about the new organization. With this, the foundation for an early departure is laid. This is bad for the organization, because it ends up losing a high potential candidate. It reflects HR’s poor ability to tap the immense potential the new manager would have brought and turning it to the organization’s advantage.

Learn the ways of placing the new managers in the saddle quickly

It is on this highly relevant and interesting topic that TrainHR, a leading provider of professional trainings for the human resources industry, will be offering a webinar. This learning session is aimed at teaching organizations the ways by which they can avoid being in a scenario where they end up losing great potential, all because of their own follies.

Marcia Zidle, who is CEO of Leaders At All Levels and a board certified executive coach and brings over 25 years of management, business consulting and international experience in the areas of business transformation, talent management and leadership development and provides strategic focus, alignment and guidance to business leaders and their teams, will be the speaker.

To gain insights into how to tap into the potential of new managers and make them productive from an early stage of their hiring; please register for this webinar by visiting TrainHR

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Skills needed for new managers

Marcia will explore the three critical skills that new managers need to master:

  • Switching from relying on formal authority to establish credibility
  • Striving for control to building subordinate commitment, and
  • Managing tasks to lead people.

New managers will be in a position to master these elements when they phase out quickly into their new managerial position. It requires the development of leadership skills and techniques to enhance their personal and team outcomes. When new managers lead others, they need to have a greater level of self-awareness and core skills such as strategic thinking, influencing, increasing team performance and maintaining a goal oriented vision.

The manager needs to be open to learning, too

Marcia will show how people promoted into managerial positions newly need to discover new ways and levels of learn to let go of old ones, even if they have been valuable till now. Finding new ways of deriving personal and career satisfaction from their work and measuring their success is a critical mental switch that effective managers must make.

At this webinar, Marcia will describe the skills and techniques that managers need to have for successfully transitioning into a new role and becoming peak performers. She will cover the following areas at this session:

  • Learn 8 tactics to ramp up quickly, take charge and get results
  • Answer these 4 tough questions to ensure you’re on the right track
  • Recognize the importance of your personal power and how to develop it
  • Sharpen their emotional intelligence to understand your impact on others
  • Identify the top 10 reasons why newly promoted managers fail in their jobs
  • Review 3 strategies and 10 tactics to influence those you manage and work with
  • Know the 5 “rules of the roads” for peak performance in today’s changing workplace.
Challenges of Leadership, Human Resources Training, leadership and management, Leadership Development Trainings Program, leadership training, leadership vs. management training

Are you a leader or a manager?


The debate about the differences between leadership and managerial ability is perhaps as old as the time these two qualities came to be identified. There is a lot of discussion about what leadership and management are, which of these is more suited for organizations, whether one of these is born and the other made, and so on.

Managers carry out the task assigned to them in an efficient, methodical manner. They go by the set processes and rules. A leader, on the other hand, leads by example. She is an intuitive person who thinks of out-of-the-box solutions to problems. She is rarely bound by the rules and lessons offered in management books.

This quote by Stephen Covey: “Effective leadership is putting first things first. Effective management is discipline, carrying it out”, sums up the difference between leadership and managerial abilities succinctly.

Further, few quotes about leadership and management perhaps give added perspectives on the differences between leadership and management:

  • You manage things; you lead people – Rear Admiral Grace Murray Hopper
  • People ask the difference between a leader and a boss. The leader leads, and the boss drives – Theodore Roosevelt
  • Management is doing things right; leadership is doing the right things – Peter Drucker
  • Management is efficiency in climbing the ladder of success; leadership determines whether the ladder is leaning against the right wall – Stephen R. Covey.

Despite the differences, an organization needs both

The differences between management and leadership are more pronounced when it comes to taking crucial decisions. A leader uses her intuition and takes decisions that are in the best interests of the organization and the people who get affected by the decision-making. A manager is important for carrying out the leader’s vision. In this sense, it is said that the role of the leader is strategic, while that of the manager is tactical.

Despite the numerous differences between the two qualities, both leadership and management are necessary and important for an organization. An organization needs both leadership and management if it has to carve out its path to success and progress. For the organization to be successful, both leadership and management have to collaborate and synergize. This blend is particularly useful in today’s global organizations, where the challenges are more varied and complex. There is a lot that is interesting to learn about the nature of the relationship and differences between leadership and management.

Lively learning session on leadership vs. management

So, for any organization, the point at which management and leadership converge and the extent to which they do so is very important. This is the topic of an interesting learning session from TrainHR, a highly popular provider of professional trainings for the human resources industry. At this webinar, Valerie Pelan, President of Integrated Focus, who provides her corporate clients with a strategic and global perspective that combines her business experience working in Fortune 100 companies and her experience as an entrepreneur, will be the speaker.

This session will take up the topic of leadership vs. management in depth. Valerie will explore the topic as it relates to organizations. To enroll for this highly absorbing session on leadership and management, please visit . This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Questions for judging leadership vs. management skills

At this session, Valerie will take up for discussion all the specific topics that enhance leaders and managers style, such as the following:

  • How consistent are you in your actions and decision-making processes?
  • What level of credibility do you hold in the context of your role?
  • How well do you use effective communication to build confidence and reassurance within your team?
  • People are attracted to leaders who “walk the talk”-are you that type of leader or manager?

This session is highly useful for professionals such as Managers, Leaders, HR Managers and Hiring Managers.  In dealing with the differences between leadership and management; Valerie will cover the following areas at this webinar, which will help participants decide whether they are managers or leaders:

  • Lead by example
  • Recognize individual differences
  • Match people to jobs
  • Tailor rewards to individuals and link rewards directly to performance or goal
  • Check for fairness and equity among performers
  • Practice open communication
  • Allow for individual differences but recognize performance and achievement.