Top 10 Tips for... Developing New Line Managers
- Promote people into a line manager role because of their potential to manage people well, not because they are the most technically competent member of the team.
- Share the big picture and clarify where the organisation is going.
- Help line managers to understand their role and responsibilities.
- Adopt a ‘live and learn’ culture rather than one that encourages ‘blame’. Allowing people to take a calculated risk, reflecting on learning from the outcomes and implementing this learning encourages innovation.
- Make sure all line managers get regular feedback within an open discussion where they can contribute.
- Encourage the sharing of best practice in managing teams and getting the best out of their people.
- Ensure all line managers have a development plan that is regularly reviewed.
- Provide a range of learning opportunities such as mentoring, coaching, bite-size learning events and peer learning. Establish the objectives and then provide the routes to get there.
- Coach line managers to drive forward their ability to manage effectively.
- Delegate and empower so that they learn by doing but give them the opportunity to ask for support.
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