The plot is laid. The location is set. The target is here. We just have to execute everything at right time and place! The plan is to steal the golden route to the airport. We will have to hijack the city’s traffic control system to get the car with the gold on the planned spot to execute the robbery.
Surprisingly, three trucks in a row have left Spider’s mansion.
Which one has the gold? Our hacker can certainly tell. Let’s get on with it guys! Get the truck to the spot and blow the road to drop the van into the tunnel.
The door of the vehicle is opened, and there are the shining gold blocks!
We don’t have time; transfer the gold to our cars. Quick!
The gold is stuffed in the cars. They race from the subway tunnel through the city, followed by Spider’s men who are trying to stop them. Spider himself gets down from his helicopter and dives into a truck to pursue them and kill them himself. He is surprised to see Charlie and the team waiting for him. The cars are empty. Where is the gold? Charlie hands over Spider the Russian Mafia and the team is set on their way to freedom and riches.
The question is, where is the gold? You guessed it right. The cars themselves are made of gold!
Oops, did I forget to say spoiler alert? Yes, that was the climax scene of the movie Players. You might consider it entertainment. However, the team player inside you knows that this is an amazing example of managing time, people, actions, events, and resources. Could a single man have done that? No! Could a one-man army have done that? No! That was only accomplished through teamwork, which comes when a manager becomes a leader, and a group becomes a team.
Are your managers practicing the same? If not. It is time to train them.
From Manager to Leader: The Evolution
Table of Contents
In our experience, the transition from being an individual contributor to becoming a leader is often the most significant leap in one’s career. A manager becomes a leader when they move from the concept of me to we. A manager may drive tasks, but a leader inspires people. A manager makes you feel that they are important while a leader will always make you feel that you are important.While management is about processes, leadership is about people.
New manager training programs must help individuals understand this distinction and bridge the gap between administrative coordination and people-centric leadership. When done right, leadership training for new managers can transform mindsets, improve engagement, and drive performance.
This movie was all about effective leadership and teamwork wherein each one of them contributes equally to accomplish the mission.
The managers in your organization are indeed the driving force because they are responsible for making individuals accomplish tasks timely and correctly. It is your task to train those managers in a way that enables them to deliver results efficiently. After all, leaders are not born; they are made. The real challenge is to help these leaders combine strong leadership and strong management and use one to balance the other. We want to help you focus on your new managers and empower them through the New Manager Training.
Related Read: 10 Challenges faced by a first time manager
Start by Building Momentum
New managers often step into their roles with enthusiasm but little direction. Without proper guidance, the momentum fades fast.
In our new manager training workshops, we’ve noticed that starting strong makes all the difference. Managers need clarity on their new responsibilities, confidence in their decision-making, and support to navigate uncertainty.
Whether it’s through first time manager training, online training for new managers, or an induction programme for new managers, the first step is to give them the right launchpad.
Help your new managers get into their new role as a manager smoothly. Make them feel good about themselves by training them and preparing them for their future endeavors. Help them make a successful transition.
Related Read: Have You Met an “Accidental” Manager? Research Says You Probably Have!
Inductions are Important
It is essential for you to conduct a proper induction training to train managers. It’s up to you to make them aware of the company policies and procedures. The new manager training must also include an introduction to the new and existing employees of the company. Your inductions should be interactive enough to make the new managers feel comfortable with the work culture, organisation regulations, and HR guidelines.
In our experience, a well-designed new manager onboarding program plays a pivotal role in setting expectations, building relationships, and integrating into the organizational culture.
The induction for new managers should go beyond policies and compliance checklists. It must include introductions to key stakeholders, deep dives into team dynamics, and alignment with organizational goals. Use interactive formats and storytelling to drive connection and learning.
You can also link this to real work scenarios through tools like the Situational Judgement Tests we use at FocusU, which help new managers assess and respond to workplace situations with emotional intelligence and critical thinking.
Provide Sufficient Resources
Equipping managers with all the resources they need for successful delivery of projects encourages them and smoothens their operations. With a sufficient amount of resources and proper leadership training for managers, they can implement their work with due diligence. It will also enable them to put the organisational resources to the most optimal use.
One of the most overlooked parts of developing new managers is equipping them with the tools to succeed. Time management frameworks, coaching models, feedback strategies, and stakeholder management techniques — these are not ‘nice-to-haves’ but essential capabilities.
Courses for new managers that include simulations and experiential learning, such as the New Manager Development Program, help managers practice leadership in a safe space before applying it on the floor.
Resources also mean mentorship. Assigning mentors, peer learning groups, and internal forums can add incredible value during this transition.
Related Read: How to Choose the Best Training Courses for New Managers
Leadership Training = Leadership Transformation
Most new manager training programs focus on how to lead teams, conduct meetings, and resolve conflicts. But the reality is that leadership starts within.
At FocusU, we believe in shaping leadership for new managers by anchoring it around self-awareness, emotional agility, and resilience. The shift from “doing” to “enabling others to do” requires both a mindset and skillset change.
We recommend a blended approach. In fact, we wrote a whole blog about how to ensure learning sticks using a blended approach.
Use Inspirational Movies
We all know that visuals speak louder than words. You can mix in a fun element while you train managers and show them clips from different movies that can inspire them. For some examples, take a look at Rocket Singh, The Pursuit of Happyness, Chak De India, Bhaag Milkha Bhaag, etc. You can use the motivational scenes from these movies to encourage new managers.
Sometimes, the best learning doesn’t come from a textbook or a classroom—it comes from a movie.
In our workshops, we’ve used scenes from movies like Rocket Singh, The Pursuit of Happyness, Chak De India, and Bhaag Milkha Bhaag to spark deep conversations around leadership, ownership, grit, and empathy.
These movies allow new managers to visualize leadership in action. Reflecting on the characters’ choices, challenges, and growth journeys can be a powerful addition to traditional training programs.
Simulate Real Experiences
As part of the best training for new managers, role plays, case studies, and simulations are invaluable.
These experiential elements allow new managers to:
- Practice feedback conversations
- Navigate conflicts
- Make tough decisions
- Delegate effectively
- Build trust within the team
They also learn about employee engagement, performance management, and other aspects of team dynamics that are critical to long-term success.
Keep Reinforcing Learning
One-off sessions don’t work. You need a sustained new manager development program that supports learning over time. This is where leadership tips for first-time managers come in handy as micro-learning bites.
We’ve had the most success with programs that run over 3–6 months, combining classroom training, coaching, action learning projects, and peer discussions. This ensures that managers don’t just learn—they apply and grow.
Related Read: Why Positive Reinforcement Works In Improving Performance?
Leverage Feedback
Effective leadership training for new managers isn’t a monologue — it’s a dialogue.
Encourage managers to seek and receive feedback from their teams, peers, and supervisors. Use tools like 360-degree assessments to give them a mirror to reflect and refine their approach.
Customized leadership programs built around real organizational needs and manager feedback lead to lasting impact.
Don’t Forget to Train the HR Team
Often, HR training for new managers is overlooked. But HR business partners and L&D teams must also understand what support new managers need and how they can guide them effectively.
Internal HR teams can be instrumental in reinforcing new behaviors, offering just-in-time coaching, and role modeling best practices themselves.
Develop Future Leaders
“If people believe in themselves, it is amazing what they can accomplish.” – Sam Walton.
Outstanding leaders go out of their way to boost the self-esteem of their employees. Your new manager training programs should include activities like role-play wherein they can perform their roles and responsibilities in a mock organisational setup. They will be able to understand their job profiles better and learn the usage of resources. It will also enable them to comprehend the consequences of their actions and find ways to rectify them. Once they are able to move beyond instructing and learn to also nurture, enhance and empower people, then they will be called leaders.
Training the new management is essential for every organisation. A carefully laid new manager training program program can help your business operations soar higher than ever. All you need to do is lay the map and let the new managers find their way to the treasure by using the right resources in the right quantities at the right time.
Final Thoughts: Build a Culture That Supports Leadership Growth
In our experience, the success of any new manager training program is tied to the culture of the organization. Does your organization:
- Encourage continuous learning?
- Provide psychological safety?
- Recognize effort and development?
- Promote mentorship and collaboration?
If yes, your managers will thrive. If not, even the best courses for new managers will struggle to deliver results.
