What topics would you include for first line manager training?

It depends upon their job description and what their needs are.

One thing that is sometimes missed out of the training of new front line managers is the organisational structure and the roles and responsibilities of others, and how their role interfaces with these other roles. It is assumed they know this. Also the role of regulators and where they work (if appropriate)

Usual stuff is the workplace policies and procedures, self awareness, leadership, assertiveness training, motivational skills, performance management, dealing with difficult people, time management, finance (sometimes), basic employment law including instances where decisions can lead to unintended consequences so HR need to be involved in the decision making.

I start with the job description and competences of the role, and get each individual to consider how confident they are against each aspect (by questionnaire survey ahead of the programme). Then compile 3 hour workshops to be delivered on a monthly basis to address perceived weaknesses, with mentoring between workshops.

Technical training can also be important, depending upon the role in question.

Not quite sure whether it is content info or style that you are looking for - if style then getting the delegates as engaged as possible ie not chalk and talk - posing questions for them to work through in active groups, then share results for discussion. Perhaps a few games with learning points to be drawn from them (especially good for "communications" exercises.)

How long is each of your 3 sessions?

Getting the delegates to set up their own "coaching" mini-groups (eg trios), where they help each other in a "safe, confidential environment", might be something they can consider to take them forward after the 3 sessions. The style of the future "coaching" sessions would have to be demonstrated so they know what to do to help themselves and how to resource the info that would help them. Just a thought. Depends a bit on the competitiveness of the role and whether there is a supportive culture in the workplace.

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Alison Simmons February 7, 2015 at 4:23pm

It depends upon their job description and what their needs are.

One thing that is sometimes missed out of the training of new front line managers is the organisational structure and the roles and responsibilities of others, and how their role interfaces with these other roles. It is assumed they know this. Also the role of regulators and where they work (if appropriate)

Usual stuff is the workplace policies and procedures, self awareness, leadership, assertiveness training, motivational skills, performance management, dealing with difficult people, time management, finance (sometimes), basic employment law including instances where decisions can lead to unintended consequences so HR need to be involved in the decision making.

I start with the job description and competences of the role, and get each individual to consider how confident they are against each aspect (by questionnaire survey ahead of the programme). Then compile 3 hour workshops to be delivered on a monthly basis to address perceived weaknesses, with mentoring between workshops.

Technical training can also be important, depending upon the role in question.

Not quite sure whether it is content info or style that you are looking for - if style then getting the delegates as engaged as possible ie not chalk and talk - posing questions for them to work through in active groups, then share results for discussion. Perhaps a few games with learning points to be drawn from them (especially good for "communications" exercises.)

How long is each of your 3 sessions?

Getting the delegates to set up their own "coaching" mini-groups (eg trios), where they help each other in a "safe, confidential environment", might be something they can consider to take them forward after the 3 sessions. The style of the future "coaching" sessions would have to be demonstrated so they know what to do to help themselves and how to resource the info that would help them. Just a thought. Depends a bit on the competitiveness of the role and whether there is a supportive culture in the workplace.

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