Succeeding with Developing New Managers on Your Team with Art Petty
A three-session intensive workshop focused on the approaches and tools essential for supporting your new managers during their first year.
Cohort-based learning plus 1x1 coaching essential for you to help them start strong and scale successfully.
Enrolling now for May 2024 Sessions (meets on three consecutive Friday mornings, 5/3, 5/10, 5/17 10-12:30 p.m. central. $447 per seat.
Or, contact Art to schedule a session for your group at art@artpetty.com
The manager is key! Successful managers promote engagement, create a healthy working environment, stimulate creativity and deliver results via their teams.
Yet, the shift from contributor to manager is treachorous for all involved. New manager flameout is high and the ripple effects on performance, engagement, quality, and retention from these misfires are profound.
As the promoting manager, you can't afford to get this wrong. After all, it's your reputation.
In this program, I blend the latest research with four decades of manager development work to give you—the promoting manager—the tools and guidance you need to help your new managers start strong and scale successfully.
Five Keys to Successful
New Manager Development
While there's a lot more that we cover in this program, those five are more equal than many others. They are key success factors for developing new managers, and they're all too often missing in action. You leave this program with practical, actionable guidance for helping your new managers start strong and scale successfully.
What the Program is All About:
The short-story: I help you take the risk out of new manager development. From selection to start-up to guiding and coaching, you gain tools and approaches for success with this important work.
We work as a cohort to share and identify best practices and then we connect in 1x1 coaching to strategize on how to put the ideas to work in your environment and with your new managers.
Following the program, you retain access to Art for check-ins and guidance as needed.
This is the cure for the new manager development dilemma.
Imagine Yourself (or your new manager) as Part of this Professional Development Experience:
We gather as a cohort on three consectuive Fridays for 2.5 hours to explore the core topics in depth, share perspectives, and experiences, and develop an ideas-to-actions plan to put into place in your organization.
The 1x1 coaching promotes application of program approaches to your unique situation and offers you invaluable guidance and resources to support your new managers during their first year in the role.
You'll keep in touch with your coach for check-ins and support after the program.
You'll leave each working session brimming with energy and ideas to put into action. And our regular check-in sessions give you a chance to share progress, identify challenges and collaboration on solutions.
A Cohort to Support, Encourage and Challenge
Working together in three sessions, your cohort members are an integral part of the learning experience.
The cohort groups bring individuals from all sectors of our global economy to share challenges and ideas and work together on program activities. The diverse perspectives, creative explorating and case and situation activities make this a rich learning experience.
A Core Part of Art Petty's Professional Development Portfolio
Art offers three primary programs, The Senior Manager Program, The New(er) Manager Program and now, this one: Succeeding with Developing New Managers. Each program is unique, yet the themes are integrated across each one.
In Succeeding with Developing New Managers, experienced managers are exposed to the Managers Operating System (MOS) and our focus is on how to teach and coach the MOS with your newer managers.
In the New(er) Manager Program, I teach and guide participans on bringing the MOS to life as a key tool for scaling success.
The Senior Manager Program builds on the other two with an emphasis on you developing the five core skills essential to scale your impact and grow as a leader.
Unlike the training mills, one-and-done training, or online courses, these cohort-based sessions incorporate coaching, expert instruction, and guest experts to create uniquely powerful professional development experiences.
Why Work with Art Petty?
Art is one of the premier executive and emerging leader coaches with an unrivaled professional background for this work. This Succeeding with New Manager Development Program is unique and uniquely practical for this important work.
Your program is taught by an experienced professional who:
Led two organizations to market leadership positions—one a start-up inside one of the world's largest firms and another a turnaround that grew into a market leader and was acquired by the world's largest business software firm.
Is a prolific writer with over 2,000 practical, influential articles on management and leadership to his credit.
Serves as an executive and emerging leader coach and for the past decade has supported the success of over 600 individuals from the front-lines to the C-Suite.
In his spare time, teaches at the MBA and undergraduate levels for major universities, and has logged over 10,000 hours of award-winning instruction time.
Served as the leadership and management expert at The Balance and is a feature author for SmartBrief on Leadership.
Has 30 (and growing) C or V-level executives who started with Art as a first-time manager as part of his legacy.
Is a cited strategy expert with experience guiding organizations in technology, services, and not-for-profit for strategy development.
All of that, however, pales in comparison to what you get when you sign on to work with me—a coach and resource who is driven by a sense of purpose to support the development of the next generation of great managers and organizational leaders, and one who remains your resource for your career.
A Deeper Dive Into the Program Content
1. Careful identification and mutual exploration
There's nothing more costly than placing the wrong person in the role of manager. Whether they're not suited for the role or just have no interest in guiding others, a poor choice has costly ripple effects for all stakeholders, including you as the promoting manager.
In this program, I work with you to develop and implement a structured process that gives the manager-candidate the opportunity to explore the role, gain feedback, and assess whether they're interested and motivated to make this tough transition.
Along the way, you gain the opportunity to observe the manager candidate in low-risk situations and sustain a dialog about the realities, challenges, and rewards of managing.
My "Three Why's" approach offers critical context for all parties, solicits feedback from others, and helps you and the manager candidate make the right choice together. And if the choice by either is "It's not a fit," I share development approaches and ideas for their "next."
2. Support for their transition from contributor to manager
Linda A. Hill, the foremost research on new manager development offers, "Developing as a manager is a transformational experience for which there are no shortcuts." She's right—there are no shortcuts—however, that doesn't mean that every new manager has to make the same mistakes.
A core focus of this program is offering you as the promoting manager the tools and approaches essential for helping them cross the chasm to their new role.
The number one challenge for most new managers is the transition from team member and contributor to manager. This awkward shift in power dynamic and relationship trips too many new to the role. The research is conclusive: new managers don't understand what they are supposed to do. In this program, you learn how to help them tune-in to the needs of their team members and gain your expectations as the form and frame their role. And then, you gain coaching guidance to support them as they take those first awkward steps.
Our work in this module sets the stage for introducing you to the power and importance of the Managers Operating System (MOS) and your responsiblity in teaching and coaching to this model.
3. Teaching and coaching to the Managers Operating System (MOS)
The Managers Operating System (MOS) incorporates 10 Core Programs or sets of (research-backed and practitioner tested) behaviors essential for success as a manager atvany level. Our goal in this module is to teach you the MOS and then help you develop a strategy for both teaching and coaching to it with your new manager.
The purpose of the MOS and the Ten Core Programs is to ensure the right conditions exist for creating a healthy working environment. For most managers, it takes years to learn all ten of these programs much less how to make them inter-operate. You learn how to shrink the learning curve and help them move into positive action from day one!
The Ten Core Programs of the Managers Operating System
1. Define (together with your team) the Rules of the Road
2. Create (manager) Role Clarity
3. Practice Swift Trust
4. Employ FLEX-Focused Communication Practices
5. Provide Context for the Work
6. Create Connection to Their Skills and Interests
7. Coach for Performance
8. Coach for Career
9. Teach Creative and Critical Thinking
10. Sponsor Cross-Organization Connection
Today's organizations want managers who facilitate, empower, and enable success. Your work here and then with your new manager helps them develop an empowering/servant focused approach from day one.
4. Navigating the tripping points together
For this module, we work to identify the common tripping points of new managers and help you create strategies for navigating them together. Mistakes and misfires from new managers are inevitable and with the right coaching, these moments serve as powerful learning experiences.
While some ask why we don' try to identify and mitigate all of the tripping points of new managers, it's impossible and not advisable. We learn by trial and error. While you want to help them avoid catastrophic mistakes—and we identify these potential issues—your focus must be on helping them assess the mistake and identify their ideas for avoiding it in the future. Not surprisingly, most new manager mistakes map back to a misfire with one of the core programs of the MOS.
5. Moving beyond start-up to coaching them for impact.
The first year is about builidng a strong foundation based on the Managers Operating System. Year two is when your newer managers truly begin to contribute to problem-solving, creativity, and the growth and development of their team membe
In this module, we work together to create a roadmap for moving beyond the start-up year. From identifying key challenges for these new individuals and offering recommendations on where to focus your coaching and teaching efforts, we're focused on turning a great start-up into productive growth for all stakeholders. You leave here with a framework for sustaining your new(er) manager's professional development going forward.
About the Executive Coaching Portion
The coaching portion is all about you and your success.
In our 1x1 sessions, we identify specific strategies for your situation in support of new manager development. You bring them to life in your workplace, evaluate outcomes (and solicit feedback) and we work to tune your approaches.
This coaching is typically only available for thousands of dollars and never integrated with a sustained learning experience, until now. The blend of cohort/classroom/expert instruction, and coaching creates a rich experience.
How Do I Get Involved?
I recommed a discovery call as a first step. Reach out to Art and set up a call to talk about you, your situation, and how this program might support your success. E-mail at: art@artpetty.com
If you are ready to go, either register below with a credit card or reach out to Art to arrange for a corporate payment via check or ACH.
Once you are registered, the flow of information start, including advance materials, Zoom information, a listing of guest dates and others.
Meet Art Petty
For 25-years, Art led sales, marketing and product teams and ultimately business units in global technology organizations. After leading a software turnaround to market leadership in a fast growing tech space and successfully selling the organization to SAP (Business Objects) Art embarked on his next career to support the development of the next generation of leaders. Art's books, thousands of articles, popular courses, jam sessions and coaching programs are all part of this singular focus on developing great professionals. He lives on a lake somewhere in Wisconsin after a lifetime in the greater Chicago area. When Art isn't leading a program, he'll be out splitting wood or laboring over the latest hardscape project.
