Você é um novo gerente com uma equipe para liderar. Quais são os melhores programas de treinamento para ajudá-lo a ter sucesso?

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Converse com sua liderança imediata. Saiba qual o planejamento estratégico da instituição e da sua área. Conheça os projetos estratégicos da sua área, sob sua liderança ou que você será membro. Entenda o propósito da área e o que sua liderança espera da sua gestão e qual a principal entrega, foco e prioridades na visão dele. Após esta converse busque conhecimentos técnicos, com pares e com seus liderados.

My go-to with a new team is to re-read “Three Signs of a Miserable Job.” By Patrick Lencioni Do people feel seen/known? Do people understand how their success is being measured and that they can impact the results? Do people understand how they fit into the company’s vision?

In my experience the best programs as a new Leader are: 1) Understand my Profile and how I communicate with others 2) The difference between being a Leader and Manager 3) How to communicate effectively.

The manager is the one who can be a reliable person to the team or not. Every leader cannot become a good manager. So before managing people managerial functionality needs to be learnt and practiced

Para este rol en ámbito de la salud, la comunicación efectiva y la colaboración son esenciales. Debes poder transmitir tus ideas con claridad y escuchar las preocupaciones de tu equipo. Fomentar un ambiente de confianza y colaboración es fundamental para el éxito en cualquier entorno de atención médica. Un programa de capacitación que se centre en estas habilidades te preparará para liderar con éxito en tu nuevo rol gerencial.

En tant que nouveau manager d'équipe, vous avez besoin de programmes de formation qui vous aideront à améliorer vos compétences en communication et en collaboration. Des outils tels que des séminaires sur la gestion des conflits et la résolution de problèmes peuvent vous aider à développer des compétences en communication interpersonnelle. En outre, des méthodes de communication efficace telles que la méthode active d'écoute et la méthode de feedback constructive peuvent être bénéfiques pour favoriser la collaboration et l'échange au sein de votre équipe. Pour cela, des mises en situation pratiques lors de formations interactives seront idéales pour renforcer ces compétences clés et vous permettre de réussir en tant que nouveau manager.

Un programa de capacitación centrado en estas habilidades puede marcar la diferencia. Aprender a transmitir claramente la visión, estrategia y expectativas, así como fomentar una cultura de colaboración, confianza y respeto, es crucial. Programas que aborden la escucha activa, la formulación de preguntas efectivas y el desarrollo de habilidades para construir relaciones sólidas en el equipo pueden ser fundamentales para el éxito.

Conheça e escute sua equipe, observa a atuação, identifique referências, os desenvolvidos e os muito desenvolvidos. Acolha sua equipe, valorize o que já está implantado e inclua-os na construção de mudanças necessárias para que se sintam parte. Atue com muito respeito e colaboração para que crie um clima agradável com as pessoas que serão fundamentais na conquista dos seus resultados.

One fundamental principle that consistently yields positive outcomes in any new relationship, whether it's between a manager and their team, an organization and its vendors, or partners, is this: People tend to mirror the way they are treated. If they are treated with suspicion, they may be inclined to act deceitfully. Conversely, if they are treated with trust and respect, they are likely to demonstrate a high level of responsibility. Therefore, as a new manager, it's essential to not only master the skill of delegation but also to understand and embrace the transformative power of empowerment.

Working through others is Leadership. New managers struggle to move from being task focused to outcome focused. Resist the urge do do! Work collaborative through others. Your role is to support your team's attainment of the teams goals.

Es crucial evitar la trampa de querer hacer todo por ti mismo o supervisar cada detalle del trabajo del equipo. Debemos aprender a delegar responsabilidades de acuerdo con las fortalezas y capacidades individuales de los miembros del equipo. Aprender a delegar eficazmente puede ser clave para optimizar la eficiencia y la productividad de tu equipo, permitiéndote enfocarte en aspectos más estratégicos y de liderazgo. Por ejemplo, al asignar responsabilidades específicas a los miembros del equipo según sus habilidades y fortalezas individuales, puedes garantizar una distribución equitativa de la carga de trabajo y fomentar un ambiente de colaboración y confianza.

En tant que nouveau manager d'équipe, les programmes de formation tels que "Leadership et délégation efficaces", "Gestion du temps et des priorités" et "Développer l'autonomie de son équipe" peuvent s'avérer essentiels pour réussir. Ces formations abordent des méthodes telles que la matrice d'Eisenhower, la méthode SMART, le concept de pyramide de Maslow, ainsi que la mise en situation de délégation avec un suivi régulier. Grâce à ces outils et formations, vous pourrez développer vos compétences de gestion et favoriser l'autonomie de votre équipe avec succès.

Avaliar as demandas que chegam até você e identificar o que pode e deve ser executado pelos seus liderados. Você deverá delegar a atividade e não a responsabilidade ou seja, você deve fazer a gestão da entrega sem perder o prazo. Estes momentos você irá estabelecer e fortalecer os vínculos de confiança.

I think that engagement of my team members is the key of my success as a manager. So, I have to develop my skills to identify things important for anyone and outline them. If anyone is motivated, all team members will be engaged and success is guaranted. So, I must have et develop skills to recognize the personal motivations before doing anything.

Motivation of team members is one of the most critical skills an engineering manager should have. One has to learn about emotional intelligence, being able to empathize with others, proper timing of recognition and promotion of successes of team members to a wide audience and especially to upper management. A training program in these areas would help any engineering manager to succeed.

En tant que nouveau manager d'équipe, il est essentiel de se former pour développer des compétences en motivation et en reconnaissance. Voici quelques programmes de formation recommandés : 1. La méthode de gestion par objectifs (MGO) vous aidera à définir des objectifs clairs et à motiver vos employés à les atteindre. 2. L'outil de rétroaction 360 degrés vous permettra de recevoir des commentaires précieux de vos collègues, supérieurs et subordonnés, ce qui vous aidera à reconnaître les réalisations de chacun. 3. L'atelier sur la communication efficace 4. La formation sur la gestion du temps vous aidera à optimiser votre organisation et votre planification.

Everyone wants a comfortable and positive working environment, but we must work collaboratively. I believe motivation, acknowledgment, and recognition are connected and make a big difference in the working environment. I love seeing my clients and coworkers' happy faces; it makes my day! Recognition and acknowledging their efforts motivate employees to be more engaged, productive, happy, satisfied, and committed to their organization. The least we can do is "Thank You" for their efforts.

Aprender a identificar las motivaciones individuales, desafíos y recompensas de los miembros permite alinear objetivos personales con metas organizacionales. Un programa efectivo también debería abordar estrategias para apreciar y celebrar los logros, fomentando así la moral, lealtad y rendimiento del equipo. La habilidad de motivar y reconocer eficazmente es fundamental.

Check your ego. When correcting a team member make sure you know what the proper outcome should be, not just an outcome that satisfy your ego. Be open and honest, listen to what caused the issue and be on the lookout for assumptions on your behalf - a pitfall is to think that one knows all that happened and to have all the corrective answers to every problem - this cuts the team off to growth and development

En tant que nouveau manager d'équipe, je vous recommande de suivre un programme de formation axé sur la communication efficace, la gestion des conflits et la rétroaction constructive. Des outils tels que la méthode de communication non violente, la formation sur la résolution des conflits et les techniques de feedback positif peuvent vous aider à éviter les conflits au sein de votre équipe et à favoriser un environnement de travail harmonieux. De plus, se former aux méthodes de gestion du temps et de gestion du stress peut également être bénéfique pour vous aider à réussir dans votre nouveau rôle de manager.

During my tenure as a supervisor or manager, it is critical for me to ensure that the staff have the development and coaching continuously. Staff have different aptitudes, and gauging them allows me to focus on their professional growth. Staff may master their tasks, but other aspects of one's professional path must be addressed, e.g., participating in meetings, communicating effectively, etc. The staff growth is a reflection of their manager.

En tant que nouveau manager d'équipe, il est essentiel de se former et de se développer en matière de leadership. Des programmes tels que le coaching individuel, la formation en gestion du temps, l'apprentissage par les pairs et les ateliers de résolution de problèmes peuvent grandement contribuer à votre succès. En encourageant le développement personnel et en adoptant une approche coaching, vous serez en mesure de favoriser un environnement de travail productif et d'optimiser les performances de votre équipe.

New Managers need to immediately ask for mentoring from their supervisor or a leader they respect and want to emulate. New managers should seek out a coach from a list the organization has on hand, hopefully. New Managers will struggle to coach and develop their teams if the lack the very thing they are required to provide.

As a new manager, you always want to develop your team so you can also take on more. Having regular meetings, goals, and providing new tasks for an employee is a great stepping stone to achieving that. I always try to make sure I am available for any questions especially when I am giving a new task to an employee. While I want them to take on the challenge, I don't want them to feel like they are on an island.

While perhaps not considered a training “program” something every new leader should incorporate - investing in a qualified business coach. Also seek out a mentor. Two different purposes. I also invite every new people leader I work with to take DISC and have a certified coach and consultant help you navigate how to work with others. Then - take a deep dive into Everyone Communicates Few Connect and the 5 Levels of Leadership from John Maxwell and also First 90 Days by Michael Watkins. These books are like guideposts on the journey to leading well. Don’t just read them - apply them. I also encourage leaders to journal. A training “class” doesn’t make you a better leader. Continuous development and investing in your growth does.

If you can learn from and take it to heart, then a program could work for you. If not, then seriously take it upon yourself to find someone who is doing it right. This may mean you have to search outside your company and industry. I have found very great leaders in some of the most unlikely places that have also taught me some of the most profound things. We are creatures of habit and replication. Find someone who is not just talking the talk, but actually living it! Take it upon yourself to learn everything you can from them. This can even be a person on YouTube or who has written books. It’s obviously better if you can actually interact in person with them, but don’t discount the vast amount of examples living out there on the internet!

Another consideration is not to seek out a program, but rather a person. Find someone that has demonstrated not only an ability to lead others, but an interest in investing in others. Find a mentor or coach! You don’t developed in a day. It’s a process, and you need a coach!

Here's a bonus tip: Seek out a trusted and admired leader and ask for help with this new challenge. You're sure to gain valuable insights based on real-life experiences. The best way to learn about a path is by talking with someone who has already walked it.

It’s a great first step to actually know the team over Tea/coffee or just a small catch-up. Getting to know and trust the team and building mutual trust and respect is one of the biggest foundations of managing or leading or building a great team. Empathy is another aspect which is often under-valued. I used to have a Team Motto for my team in early years. “Mistakes only happen from people who try and to solve and never hesitate to ask for help or present a solution if you truly believe it has merit” and that worked well for me over the years.