Grooming a New Manager

Set Specific Goals

Authority (What They Can and Can’t Do)

Create a Shared Vision

The More They Learn, the More Responsibility They Get

Coaching and Mentoring (I)

Writing Performance Reviews

Provide Clear and Timely Feedback

Praise in Public, Criticize in Private

Make Sure Your Door is Always Open

Coaching and Mentoring (II)

Offer Advice, Not the Solution

Create a Supportive Environment

Build Ownership

360 Degree Feedback

Measuring Performance

Staying Within Their Budget

Setting Measurable Objectives

Skip Level Feedback

Collaborate on Criteria to be Evaluated

Motivating Managers

Provide the Needed Resources

Bonuses and Incentives

Give Credit for Good Work

Keep Them Challenged

Signs of Poor Management

Missed Deadlines

Team Turnover

Losing Customers

Little or No Growth

Trust Your Team of Managers

Do Not Micromanage

Promote Open and Honest Communication

Reward Initiative

Trust, But Verify

When an Employee Complains About Their Manager

Keep the Information Confidential

Gather Information from Both Sides

Coach or Delegate the Solution

Follow-up with the Manager or Employee

When Do You Step In?

Unsafe or Dangerous Events

Legal Ramifications

Severe Financial Costs

Repeated Failures after Coaching Has Occurred

Remember These Basic Qualities

Express Confidence in Their Abilities

Practice What You Preach

Have an Open Door

Their Success is Your Success