NEW TEAM leader training
The New Team Leader
All leaders have experienced that first day as a new team lead. It is an exciting but often daunting prospect where you face organisational and personal expectations. Help new team leaders start off on the right foot so that they are able to succeed at all levels.
- For new supervisors, new team leaders or new managers – people who have recently taken on or are expected to soon take on people management responsibilities
- Full-day training course. Half-day and shorter course options available
- Training delivered at your offices or in a virtual classroom
Training goals are to:
- improve self-awareness and an ability to tune into others
- develop awareness of what motivates a team
- set clear goals to improve performance and delegate effectively
- listen powerfully to understand and align with others
- formulate and frame questions that deal effectively with team challenges
- take away a clear personal plan based on insights gained and put new skills to use.
Our facilitator will adapt the content and workshop style for this New Team Leader course to the needs of the group. There will be time for practical application and feedback on a range of tools and techniques, to build the needed skill set and develop confidence.
The following is a one-day program outline, which we can cut to a half-day workshop based on agreed topics:
Introduction and workshop overview
Participants will understand the objectives of the course and link them with their personal objectives.
The starting line
Whether the participants have been newly promoted (or are about to be) or have transferred to the new team as their lead, this session looks at how this transition can be made smoothly, and how to set them up for success going forward.
The group will look at the roles and responsibilities of a new team lead. They will identify what it is that team members expect of their leader and what brings about collaboration, ownership and accountability.
What is a team and how can they work harmoniously and build a positive team dynamic?
Group dynamics matter because they impact things like creativity, productivity and effectiveness. This session is built around the DISC Behavioural model where the participants will uncover their behavioural preferences. This will reveal valuable opportunity for self-reflection and understanding how work is done.
The group will also review this model from a team perspective, and understand why behavioural preferences differ from one person to another and why conflict and misunderstanding may occur. They will learn strategies to deal with challenge effectively and build an understanding of what are healthy team behaviours.
Mindset and motivation
The most successful team leaders actively support their team members to achieve job satisfaction and success in their role. Good team leaders need personal insight and understanding of others to effectively encourage and motivate their teams according to their needs. This has become a greater challenge as more and more people work remotely.
The group will look at how either a fixed or growth mindset impacts on motivation and how that can help or hinder development.
Goals on target
Making clear what must be achieved, how to approach and delegate tasks and develop a plan to monitor and achieve work objectives is key to the role of the team lead. Participants will look at how work can be delegated and write clear and targeted SMART goals to ensure team success. They will also consider the value of mutually agreeing the goals to give team members the best chance to succeed.
People managers need highly developed personal qualities such as self-awareness, compassion and empathy especially when dealing with challenging team situations such as conflict or poor performance.
Equally important are practical communication skills such as listening actively and asking questions so they can gather accurate insights into the situation before it escalates. In this training session, participants engage in structured activities and receive feedback that increases personal insight and confidence in applying the required skills.
Feedback to move forward
A critical role of a team lead is to provide their employees with feedback – the positive and the challenging. The importance of setting up a regular feedback loop is crucial so that performance or behavioural issues can be dealt with through an established forum to prevent further escalation. In this session, participants practise a simple but highly effective approach to giving constructive feedback and look at the personal qualities required to receive feedback graciously.
Throughout this training course the participants will work on a crucial action plan, writing down what team leading techniques resonate with them and are relevant for their new role. The course aims to set them up with concrete actions they can undertake to be their best and bring out the best in their team.
Why is emotional intelligence important for new team leaders?
Emotional intelligence is a skill that is found in most effective leaders and is often described as the key to successful leadership. With 90% of high performers also having high EQ, it is certainly more of a rule than an exception.
Daniel Goleman, leader in the field of emotional intelligence in the workplace, states that: “No matter what leaders set out to do — whether it’s creating a strategy or mobilizing teams to action — their success depends on how they do it. Even if they get everything else just right, if leaders fail in this primal task of driving emotions in the right direction, nothing they do will work as well as it could or should.”
The ability to influence others, relate and push them to be their best, comes with high emotional intelligence. A large part of a leadership role is people management: being able to understand others’ emotions, what they need and what they respond to. Emotions are strongly linked to both performance and productivity in the workplace, with content employees being almost 20% more productive than those who are disengaged or alienated by their leaders or organisation.
The good thing about emotional intelligence is that it can be learned and refined; research shows that even individuals with high EQ enhance their skills through regular training and development. By incorporating EQ skills into your training program, we can help your leaders develop the leadership skills that are absolutely essential to effective management. Participants will learn self-awareness, self-management, communication skills, how to stay calm under pressure and effectively guide their team.
No matter what level of experience or emotional intelligence your new team leaders have, our short courses are ideal for people to gain the foundation they need to effectively manage others. Our management training course is intended to help those who are starting out in frontline management, senior management, new supervisors and managers — anyone who will be dealing with a wide range of people in the workplace every day as part of their role.
"HIGH MOTIVATION IS THE ART OF GETTING PEOPLE TO DO WHAT YOU WANT THEM TO DO BECAUSE THEY WANT TO DO IT."
-Dwight D. Eisenhower
Emotional intelligence (EI or EQ) - the capability of individuals to recognise and manage their emotions and those of others.
Being aware of the concept of EQ and then developing it is essential for employees, regardless of their role. High EQ is no longer an add-on but a ‘must-have.’
Why enrol your staff in a new team leader’s course?
It’s a tough time to be a new team leader. The world is changing so rapidly and team leaders must adapt with it in order to thrive.
Your leaders will be the ones responsible for guiding your team through uncertain times and difficulties, ensuring that they are able to continue to maintain their performance while also looking after their wellbeing. Now and in the future, your organisation will depend on leaders who are able to respond calmly to crises, have excellent problem solving abilities that allow them to identify opportunities and solutions, and be able to work with and relate to stakeholders of all sorts.
It’s a lot of pressure, especially for someone who is new to the role and may have little idea what they’re doing or how to do it. Without the right training and emotional control, leaders can crumble under the pressure and take your organisation with them.
We’re here to help make things easier.
Our training courses are designed to equip your team leaders with everything they need to maximise team performance, boosting the confidence of those who are starting out in their role. Whether they need help identifying their leadership style, building better communication skills with team members, or understanding how they can manage their emotions (and others’) to create a positive work environment, our supervisors will go through all the leadership essentials necessary for effective management.
Your team leaders may not always be skilled in people management. They may have been promoted or hired for their knowledge of certain areas, their skill, or maybe their ideas to take your organisation to the next level. We ensure that your managers have the confidence to deal with their teams in constructive ways, bringing out the best in their people.
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What new team leaders should do first
First impressions are everything. How your new team leader starts their relationship with team members can influence how well they work together going forward, which is why it is so crucial to get it right.
If a new leader is taking over from an existing one, it is important to recognise that there will be established dynamics, expectations, and ways of working. Discussing these with team members — what works, what doesn’t, and what they would like to see happen in the future — is a crucial process to ensure that right from the start, your manager demonstrates a willingness to listen to other members and support their needs.
Of course, managers will likely have a vision that they want to bring into reality. Clear communication about expectations (both theirs and their team members), performance, and how the team will work together to meet the agreed-upon goals is a must. During the first few weeks, it is the role of a manager to find a balance between their own ideas and their team’s, making sure to address any difficult emotions or behaviours as they arise. Change can be difficult for some people, but a well-trained leader should be able to recognise their team members’ struggles and respond to them in a positive way that paves the path for better collaboration and performance in the long term.
What are the most important leadership skills for a new team leader?
When it comes to leadership skills, there are a few key leadership essentials that will make or break the way a team performs. Below are just some of the areas we can cover in our leadership training program for participants.
The best leaders are excellent communicators. The team should always know exactly what it is that their manager expects in terms of daily tasks and performance, and should feel comfortable coming to their leader if there is any confusion or clarification needed. It is up to the leader to keep the team motivated, well-informed and disciplined if need be.
Not only should your managers be able to communicate clearly to their teams, but they should also have great listening skills and be able to pick up on non-verbal cues and body language. This allows leaders to support their teams, maintain morale and take advantage of the different skills and experience members may have to come up with innovative ideas.
As many workplaces are utilising virtual teams and remote working, the way that your managers communicate with the team to maintain connectivity and keep everything on track is even more crucial.
Founder of the Junto Institute, Raman Chadha, focuses on professional development through emotional intelligence training for management. He argues:
“A leader’s primary job is to inform, influence, and inspire those around them. So if that leader wants to perform that job well and move people in the direction they want them to go, they must be in tune with themselves and those around them, and know how to use that ‘data’.”
In order to lead others, one must know themselves well enough: their strengths, weaknesses, capacity, and what they may need to do to improve. This allows a leader to adapt to the requirements of each situation and to the people involved as needed.
A manager should be able to appraise a situation calmly and objectively, taking into consideration the effect that it will have on their team and the wider organisation. This is especially important in today’s fast-paced world, where taking too long to make a decision can cost your organisation time, money and lost opportunities. Leaders must be able to change course and guide their team through the process with clear communication and empathy.
Leadership is all about having the confidence to make difficult decisions and understanding how to support their team through any changes or chaos. This ability is honed through time and experience, as well as management training; however, having a good understanding of the self and the team will allow your new team leaders to begin to make these decisions effectively.
Get started with your leadership training course today!
If you want to give your new leaders the management training that they need to succeed in their roles and drive their teams towards greatness, TrainEQ’s program for new team leaders is ideal. Our supervisors support participants to hone the skills they require for their leadership role and use practical examples and techniques.
We provide either virtual training courses or in person courses for new leaders across Australia — Melbourne, Sydney, Brisbane, Perth, and more — and beyond. You’ll find one that works for your organisation’s needs below; if not, feel free to get in touch with us at any time at 1300 186 442!
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