Case Study: First Time Managers
The Impact of First-Time Management Development Programs and Its Impact on Your Business
See how our programs for First Time Managers were able to enhance both managerial confidence and management skills across the APAC region of this client’s management team.
The Need
Qiagen is a German provider of sample and assay technologies for molecular diagnostics, applied testing, and academic and pharmaceutical research.
They have invested in management development initiatives out of the German headquarters and required a partner to enhance and contextualize these programs to the APAC management group.
The client sought BOLDLY as a facilitation and coaching partner, due to our experience in the development of first-time managers.
The Insight
The first-time managers in this organisation played a unique and critical role in the company's success for two main reasons:
- Leadership Pipeline in Asia Pacific: The organisation relied heavily on managers and leaders moving to APAC from Germany, however based on the success and growth of the region this wouldn’t be sustainable. Investing in the management skills of local domestic talent was critical to building a strong leadership bench for the company's long-term growth and stability.
- Employee Engagement and Retention: The business had experienced higher than industry standards of turnover in the 12 months prior to this training intervention. Studies have shown that employees are more likely to leave their jobs due to poor management rather than dissatisfaction with the organization itself. The first-time managers of this organisation were targeted for strategic learning investment to ensure strong management skills could play a role in creating a positive work culture, support their team members' growth, and increase employee engagement and retention rates.
Our hands-on Development Needs Analysis (DNA) approach which we conducted prior to kick-off demonstrated some common challenges faced by the first cohort of participants:
- Skill Transition: Moving from an individual contributor role to a managerial position requires a significant shift in skills. First-time managers may struggle with delegation, prioritisation, decision-making, and managing conflicts. Acquiring and adapting to these new skills can be challenging, especially without proper guidance and training.
- Role Ambiguity: First-time managers often find themselves in a role that lacks clear boundaries. They may have to balance their previous responsibilities with their new managerial duties, leading to ambiguity and conflicting expectations. Clarifying their roles and providing support in navigating these complexities is crucial.
- People Management: Managing a team and dealing with various personalities, conflicts, and performance issues can be overwhelming for first-time managers. They may lack experience in providing feedback, coaching, and resolving conflicts effectively. Learning how to navigate interpersonal dynamics and develop strong people management skills can be a steep learning curve.
- Increased Responsibility and Pressure: First-time managers often experience increased pressure to perform, meet targets, and deliver results. The transition from being solely responsible for their own work to being accountable for a team's performance can be stressful. Building resilience and learning to handle the increased responsibility is essential for their success.
The Solution
This collaboration included content redesign, adaptation of existing programs and LMS content, and facilitation of live and digital workshops to first-time managers across Asia Pacific. The program was delivered in-person in several hubs. BOLDLY built out significant digital resources and learning journey collateral to customise this program for the APAC market.
We delivered courses on the ground in China, Korea, Hong Kong, Malaysia, Singapore and Australia, in addition to several series of digital courses on:
- Delegation
- Lateral leadership
- Coaching skills
- Problem-solving
- Effective team building
- Strengths-based approaches to management
- Managing effective meetings
- Management role analysis
- Managing up
In addition to the 6 month training program, we ran parallel group-coaching sessions for individual participants to break out into smaller groups for facilitated peer discussion. This approach reinforced the content being discussed in the program, and gave participants the opportunity to build relationships and networks with peers across the region, which ultimately facilitates information flow and collaboration and belonging amongst this managers group. Our BOLDLY coaches are flexible to facilitate content and also coach small groups, bringing continuity to the learning experience.
The Result
The client continues to put more than 30 Managers in APAC through the enhanced program per year, ensuring alignment with the German HQ leadership frameworks and culture, while also reflecting the unique needs and experiences of Managers in the APAC context.
This refreshed content was licensed to the client and now forms part of their ongoing management initiatives.
See BOLDLY’s resources and collaborate with us to develop your managers:
- First Time Managers Program https://boldly.app/first-time-managers-program
- Why Do First Time Managers Need Training in Talent Planning? https://boldly.app/blog/first-manager-talent-training
- Do First-Time Managers Need Career Coaching? https://boldly.app/blog/do-first-time-managers-need-career-coaching
For a detailed understanding of how these programs can be tailored to your specific needs, reach out to us at connect@BOLDLY.app. Your step towards this investment could redefine the future of leadership within your organisation.
