New Manager Training

New managers must develop a wide range of skills to effectively guide and motivate employees. CMOE’s new manager training programs are designed to equip emerging leaders with the tools and knowledge they need to succeed.

Our programs address the specific needs of new managers throughout their career progression, including their initial transition into a leadership role, skills development through ongoing supervisor training, and tailored leadership-development topics.

businesspeople in training meeting

What’s the Benefit of Management Training for New Managers?

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Investing in new manager training yields significant benefits for both individuals and organizations. Here are some key advantages:

Enhanced leadership skills

Training can help new managers develop essential skills required to successfully lead teams.

Increased confidence

As managers gain knowledge and skills, they often experience a boost in confidence and self-efficacy.

Improved performance

Effective training can lead to better decision-making, increased productivity, and higher employee satisfaction, all of which contribute to higher organizational performance.

Career advancement

Developing leadership skills can open doors to new opportunities and career advancement for the individual and a robust leadership pipeline for the organization.

Course Library

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Do you prefer learning at your own pace? Here are a few curated resources to complement your learning journey and elevate your professional skills.

Supervisor Development Series (SDS)

Course
$225.00

Empathic Leadership

Course
$95.00

Leadership Development Assessment

Assessment
$325.00

Everything DiSC® Workplace Profile Assessment

Assessment
$75.00

Coaching for Results

Book
$19.95

DISC Express™ Assessment

Assessment
$19.95

Can’t find the perfect fit? Contact us today for a custom solution that meets your team’s needs

Additional New Manager Training Resources

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  • supervisor standing at front of table

    Supervisor vs. Manager Roles: The Key Differences and Skills

    The terms supervisor and manager are often used interchangeably but there are distinct differences between […]

  • Great manager looking forward

    7 Secrets to Being a Great Manager

    Leading and managing others is a huge responsibility that can feel even more daunting if […]

  • Manager solving problems

    Managers Must Be Effective Problem-Solvers

    One of a manager’s most important responsibilities is to solve problems. Finding the answers to difficult […]

What Are Our Customers Saying

After going through the Supervisor Development Series, I was able to identify some personal deficiencies in my approach to management, as well as some constructive ideas to better interact with coworkers, producing a higher level of performance. I would highly recommend CMOE’s Supervisor Development program to anyone who wants to develop their management skills and take teambuilding to the next level.

Kevin M.

Sales Director – Pest Control Services

I just wanted to send you a quick note to thank you for everything this weekend! It exceeded any expectation I had… by far. Every member of CMOE that we encountered was positive, encouraging, knowledgeable, and eager to help us in any way they could. The training was an eye-opening experience that will benefit us all for years to come!

Taryn K.

Accounting Manager – Global Audit, Tax, and Consulting Firm

The leadership team had an excellent time. I am still hearing VERY POSITIVE FEEDBACK from the entire company on the strategy simulation and the overall learnings. I don’t think I truly gave you all enough ‘props’ publicly when I took the mic but it really got people thinking and affirmed the things we are doing to create a high performance culture here.

Adrienne B

VP of HR – Global Investment Institution

I just wanted to thank you again for an absolutely phenomenal couple days of training. Trust me when I say I needed this course desperately, as I am far too operational and frankly in the weeds. This will help me be more strategic. I sincerely enjoyed my time with you and the group, and again cannot thank you enough for your time and energy.

Ryan C

District Manager – Transportation and Logistics

I want to thank you for your insightful presentation. I have attended other seminars that our company has provided over the years, and never before has one affected me as much as your Coaching Skills class. I feel that the skills of your presenter and the support materials are unmatched.

Andrew W

Team Leader – Multi-national Grocery Chain

I am thoroughly impressed by the Coaching TIPS2 program and the way you can coach different “types” of personalities and different professional levels. The practice scenarios helped me to discover where I can be a better coach.

Liu X

Sr. Talent & OD Director – Multi-national Telecommunications Company

The digital Supervisor Development program has been critical to our business as we’ve worked to fill our open leadership positions with our current workforce. After doing some analysis, I’ve found that those who complete the experience have a better transition to a leadership role, and on average they have an 18% lower turn-over over rate over the course of a year. This has been a life saver! Thanks.

Yvonne M.

SVP – Learning and Development – Aerospace Manufacturer

I wanted to reach out and let you know that I have received more positive feedback regarding the Team Alignment session. The group feels that this has helped us get to a healthy spot, air out some team issues, and rebuild those personal connections. It was just the reboot our team needed.

Dave G

COO – Fortune 500 – Facilities Management Provider

We have experienced a 16% increase in productivity for six straight years after implementing the Coaching Skills, Teamwork, and Facilitation Skills training programs from CMOE in alignment with their lean manufacturing principles.

Dave P

CEO – Hydraulics and Electronic Systems Manufacturer

How do I know that there has been a behavior change in the attendees? I’ve seen supervisors, who previously wouldn’t address difficult issues with employees, address these issues; end up with a plan for change; and obtain buy-in from the employees. They did this by using the skills and tools from CMOE’s workshop.

Cindy A. S.

Manager Employee Development – Insulation Materials Manufacturer

I wished I had this training when I began my management career 15 years ago.

Paola A

Sales Leader/Workshop Participant – Biotechnology Company

WOW! We changed some people’s lives this week. I’ve gone a lot of places and done a lot of things, but this outdoor team retreat was definitely one of the top things I’ve ever done. From a professional development standpoint, it stands alone at the top.

Bill R.

Vice President – Global Conglomerate

Frequently Asked Questions

While the most beneficial skill sets a manager needs can vary based on their role and where they sit in the organization, the following skills can provide individuals with a robust foundation that will help them thrive:

  • Communication: Sending and receiving messages clearly and effectively; essential for conveying instructions, building relationships, and resolving conflicts
  • Empathy: Understanding and responding to the needs and emotions of team members
  • Active listening: Paying attention to what others are saying and showing genuine interest
  • Conflict resolution: Resolving conflicts and reaching agreements through diplomacy and compromise
  • Change management: Addressing resistance with compassion and helping team members navigate through transitions with confidence

How Do You Develop a New Manager?

Providing the development opportunities that a new manager needs requires assessing the individual’s strengths and weaknesses and the requirements of the role.

CMOE offers needs-assessment services that can help you identify which needs to address during your new manager training programs. You can then create a training framework based on the new manager’s needs and objectives, allowing you to provide targeted training that is highly relevant to the individual.

The training required for a manager depends on their responsibilities, experience, and areas for improvement. Any of the following may also be considered when determining a manager training curriculum:

  • Organizational goals
  • Industry trends
  • Team dynamics
  • Managerial style
  • Team member development
  • Communication style
  • Succession planning

Dos

  • Build relationships: Get to know your team members. Understand their strengths, weaknesses, and career goals. As their manager, you can unlock opportunities that align with those skill sets and objectives.
  • Communicate effectively: Clearly communicate expectations, provide direction, and be open to feedback from your team.
  • Provide support and guidance: Offer guidance and support when team members need it.
  • Recognize and reward achievements: Acknowledge and reward your team’s hard work and accomplishments.
  • Continuously learn and develop: Strong managers understand that learning and growth is a continuous journey, no matter their role or position. They stay up to date on industry trends and best practices and find ways to further elevate their skills.

Don’ts

  • Micromanage: Rather than micromanaging, give your team members the autonomy they need to succeed. Trust that they are capable of getting their work done in the way they see fit.
  • Play favorites: Treat all team members fairly and equitably. Failing to do so can result in a lack of trust and low morale among team members.
  • Avoid conflict: Address issues head on and be open to feedback. View conflict as an opportunity to learn and develop.
  • Overwhelm your team: Set realistic expectations and avoid overloading your team. Get their feedback on what is and is not a realistic workload.

New managers should communicate in a way that builds trust, establishes rapport, and creates a positive working environment with their team.

Here are examples of phrases that can help achieve this:

  • “I’m here to support you.” This shows a manager’s commitment to helping team members succeed.
  • “Let’s work together to achieve our goals.” This emphasizes teamwork and collaboration.
  • “I’m open to feedback and suggestions.” This encourages workforce members to share their thoughts and ideas, fostering a transparent and growth-oriented environment.
  • “I value your contributions.” This recognizes the importance of each person’s talents and efforts.
  • “I’m here to listen.” This creates an open and supportive environment.
  • “We’ll have regular check-ins to discuss your progress.” This establishes a clear communication plan and shows investment in team members’ success and career journey.
  • “I’m excited to learn more about your roles and responsibilities.” This shows interest in understanding the team’s work.

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