Why Do First Time Managers Need Training in Talent Planning?

Stepping into a managerial role for the first time is an exciting milestone in anyone's career journey. However, the transition from an individual contributor to a manager comes with a unique set of challenges, one of which is learning how to take accountability for team talent planning. Talent and succession planning involves activities related to attracting, developing, and retaining skilled employees within a team or organisation, specifically with an eye to building and maintaining the capability the team needs to fulfill its remit.

A new manager will rely on talent management skills to align their team's strengths with organisational goals. For example, they might start by identifying the unique skills and career aspirations of their team members during one-on-one meetings. With this insight, they can assign projects that leverage each individual's abilities while offering development opportunities to close skill gaps. They may also collaborate with HR to create tailored growth plans, such as recommending training programs or mentorship pairings. By fostering a culture of continuous development and recognition, the manager not only boosts team engagement and productivity but also ensures their team is prepared to meet evolving business needs.

For example, if a team or business is undertaking growth, moving into a new product or market, or engaging with a new set of customers, it needs the right team with the right talents aligned to be successful. While new managers might possess strong technical skills, they often lack the necessary expertise in talent planning to keep these business needs aligned with their team hiring and development initiatives.

In this blog post, we'll delve into the reasons why first-time managers need training in talent planning and how it can positively impact both their teams and the overall success of the organisation.

Navigating the Transition

First-time managers are usually promoted because of their exceptional individual contributions. However, managing a team requires an entirely different skill set. Taking on talent planning responsibilities as a new manager can feel daunting, but with the right approach and tools, you can set yourself and your team up for success. Talent planning involves understanding the needs and aspirations of each team member, aligning their skills with organisational goals, and creating an environment where they can thrive. Training helps new managers navigate this transition by providing them with the tools to effectively lead, develop, and empower their teams. Here are some actionable tips:

1. Understand the Basics of Talent Planning

• Learn the Process: Familiarise yourself with your organisation’s talent planning framework, including succession planning, workforce development, and resource allocation.
• Know the Business Goals: Align talent planning with your team’s objectives and broader organisational strategies to ensure your planning is relevant and impactful.

2. Build Relationships with Your Team

• Hold One-on-One Meetings: Get to know your team members' strengths, career aspirations, and areas for development.
• Observe Performance: Pay attention to how your team members collaborate, take initiative, and respond to challenges to identify their potential and growth areas.

3. Leverage Available Tools and Resources

• Use Talent Data: Work with HR to access tools like performance reviews, 360-degree feedback, and learning management systems to inform your decisions.
• Upskill Yourself: Take advantage of leadership training, coaching, or online courses focused on talent management and planning.

4. Seek Guidance, Upskilling and Feedback

• Collaborate with HR: Partner with HR professionals for insights, tools, and best practices in talent planning.
• Find a Mentor: Seek advice from experienced managers who can guide you through challenges and share lessons from their own experiences.
• Enroll in Training: Look for talent management workshops, webinars, or certifications that focus on leadership and workforce planning.
• Read and Reflect: Explore books or articles on modern talent management trends and strategies.
• Engage in Coaching: Work with a coach to develop skills in identifying potential, giving constructive feedback, and fostering development.

By building a strong foundation in talent planning, focusing on development, and seeking continuous learning opportunities, new managers can transition confidently into their role and create a high-performing, future-ready team.

Identifying and Developing Potential

Effective talent planning involves recognising potential within the team. First-time managers might struggle to identify employees with high potential and provide them with growth opportunities. Training equips managers with the ability to assess team members' strengths, weaknesses, and aspirations, enabling them to make informed decisions about promotions, job rotations, and skill development initiatives. By fostering the growth of their team members, managers contribute to a more engaged and motivated workforce.

To identify and nurture talent within their team, a new manager should start by observing performance and engagement levels during projects, noting who consistently exceeds expectations or shows initiative. Regular one-on-one conversations can uncover team members’ strengths, career goals, and areas where they seek growth. Using tools like performance reviews or 360-degree feedback can provide additional insights. Once high-potential employees are identified, the manager should offer tailored development opportunities, such as stretch assignments, mentorships, or training programs, to help them build their skills. Providing regular, constructive feedback and celebrating achievements reinforces growth and fosters a culture of development. Lastly, involving talented individuals in strategic discussions or decision-making can further expand their capabilities and confidence.

Minimizing Turnover

High turnover rates can be detrimental to any organisation. When first-time managers lack training in talent planning, they might struggle to create an environment that retains top performers. Talented employees often leave when they feel their skills are not being recognised or their growth is stagnating. With proper training, new managers can implement strategies to keep their team members motivated, engaged, and committed to the organisation's mission.

To minimize staff turnover, a new manager should prioritise building trust and open communication within their team. Start by holding regular one-on-one check-ins to understand employees’ concerns, career goals, and motivations. Recognise and reward achievements to make team members feel valued. Create opportunities for professional growth, such as training programs, mentorship, or stretch assignments, to keep employees engaged and invested in their roles. Address issues promptly by fostering a psychologically safe environment where team members feel comfortable sharing challenges. Finally, focus on work-life balance by supporting flexible schedules and avoiding burnout, showing employees that their well-being is a priority.

Effective Team Composition

A manager's ability to create a balanced and effective team is critical. Talent management involves understanding the strengths and weaknesses of each team member and strategically organising the team to maximise productivity and innovation. Without training, first-time managers might unintentionally create imbalanced teams, leading to conflicts, reduced collaboration, and lower overall performance. Training provides insights into team dynamics, helping managers assemble teams that complement each other's skills.

To ensure an effective team composition, a new manager should start by assessing the current team's skills, identifying any gaps that may hinder performance or innovation. Tools like skills matrices or personality assessments can help understand individual strengths and how they complement one another. When hiring or restructuring, prioritise a mix of technical expertise, soft skills, and diverse perspectives to enhance problem-solving and creativity. Encourage team members to leverage their unique backgrounds and experiences while fostering an inclusive culture where everyone feels valued. Regularly review team dynamics and adjust roles or responsibilities as needed to align with evolving goals and challenges, taking on team coaching where needed.

Performance Management

Providing constructive feedback and managing performance are core components of a manager's role. Talent planning training offers new managers techniques to provide feedback that fosters growth rather than discouragement. Effective performance management not only improves individual and team performance but also builds trust between managers and their team members.

To manage performance effectively, a new manager should establish clear expectations and goals for each team member, ensuring alignment with overall business objectives. Use SMART criteria (Specific, Measurable, Achievable, Relevant, Time-bound) for goal setting to provide clarity. Schedule regular one-on-one meetings to provide timely feedback, address challenges, and recognise achievements. Focus on strengths-based development by identifying what each employee does well and finding ways to leverage these strengths in their role. When addressing underperformance, be direct but supportive, offering actionable steps for improvement and any necessary resources or training. Finally, document performance discussions and outcomes to maintain transparency and accountability.

Cultivating Leadership Skills

Talent planning is closely intertwined with leadership development. As first-time managers grow into seasoned leaders, they need to cultivate skills such as communication, emotional intelligence, and conflict resolution. Training in talent planning provides a foundation for these essential leadership qualities, enabling managers to effectively guide their teams through challenges and changes.

With these elements in mind, a great first-time managers training program should include detailed role plays, case studies and hands-on work with talent planning to ensure that no matter what talent environment or culture they’re operating in, they can use these fundamentals to facilitate their team performance. Our BOLDLY first-time managers programs typically include coaching and mentoring to ensure a clear transition of these skills back into the workplace for effectiveness over time. 

First-time managers are the backbone of an organisation's future leadership. Providing them with training in talent planning and having them participate in a first-time manager workshop is not just an investment in their success but also in the overall success of the organisation. By understanding the nuances of attracting, developing, and retaining talent, new managers can create high-performing teams, reduce turnover, and foster a culture of growth and innovation. As companies continue to recognise the significance of effective talent planning, offering comprehensive training to first-time managers should be a top priority on the path to building a thriving workplace. Reach out to find out more HERE and a member of our team will be in touch.

If you're interested in learning more about how BOLDLY can help your organisation, we invite you to explore our website or write to us at connect@boldly.app.

About the Author:

Alexandra Lamb is an accomplished organisational development practitioner, with experience across APAC, North America, and MENA. With 20+ years in professional practice, conglomerates, and startups, she has collaborated with rapid-growth companies and industry innovators to develop leaders and high-performance teams. She is particularly experienced in talent strategy as a driver for business growth. Drawing from her experience in the fields of talent management, psychology, coaching, product development, and human-centred design, Alex prides herself on using commercial acumen to design talent solutions with true impact.