Replace Type
Whether you’re an individual contributor, a firstline manager, a mid-level leader, or a senior executive, there are core skills needed, regardless of industry. We call them the ‘Fundamental 4’ leadership skills.
We hear it all the time: “We have managers, but not strong leaders, at our organization.” Often, that’s because what works for successful individual contributors may not work as well for new managers — and in fact, sticking to old habits may actually backfire. The reality is, first-level, frontline, and new managers must change their mindsets and skillsets to lead a team successfully. That’s why the transition into management is often the most difficult shift in an individual’s career.
Yet most first-level managers never receive any help in making the transition into a leadership role. Organizations are starting to recognize that offering managers leadership training can help and that providing support through coaching, mentoring, and access to development can too… because no one is born a perfect leader; leaders are made. And our proven, research-based leadership training for new managers can give them what they need to succeed.
| Description | |||
|---|---|---|---|
| Description | Personalized development that helps managers of people and projects learn to get results through others and increase their effectiveness through practice leveraging the 4 essential roles of leadership: player, manager, coach, and leader. | Interactive, gamified, self-paced online course that develops 6 key competencies — self-awareness, learning agility, political savvy, motivating others, and influencing outcomes — and gives frontline leaders an understanding of their strengths and challenges. | Engaging online course outlining the foundations of leadership, focused on strengthening the "Fundamental 4" skills that leaders at all levels need for success: self-awareness, influence, communication, and learning agility. |
| Who Should Attend | |||
| Who Should Attend |
Frontline or first-line managers responsible for people and / or projects |
Frontline or first-line managers responsible for people and / or projects |
Individual contributors, aspiring or emerging leaders without direct reports, first-level leaders |
| Format | |||
| Format |
Participants take the program together all at once, in the same geographic location. Participants take the program together all at once, interacting with the instructor & each other, virtually, in real time. |
Participants consume the program materials at their own pace, interacting with the moderator & each other, virtually, on their own schedules. Organizations may secure rights to access and deliver the program materials to their own participants within their own context. |
Participants take the program together all at once, interacting with the instructor & each other, virtually, in real time. Organizations may secure rights to access and deliver the program materials to their own participants within their own context. |
| Duration | |||
| Duration | 20-hour intensive, within a 5-month journey | 18 hours, self-paced, over 6 weeks | 16-hour intensive, over one week |
| Includes | |||
| Includes |
|
|
|
| Location & Cost | |||
| Location & Cost |
|
|
|
All of our new manager courses and frontline leader programs can be customized for your organization. Partner with us to co-create a custom leadership training for new managers or first-level leaders at your organization that’s focused on the specific competencies most needed in your unique context and culture. Combine our research-based, award-winning learning journeys with engaging experiential learning exercises, personalized coaching, and 360-degree assessments. Or offer access to our self-paced, video-based first-time manager course, CCL Boost™ for New Leaders.
We measure success by lives touched and impact made. That’s why the organizations we work with and the leaders we develop consistently tell us the same thing: their experience with us is a game-changer. Our leadership training programs for new managers and frontline leaders have helped client organizations around the globe.
But don’t just take our word for it — take theirs.
“[The program] allowed me to acquire new tools to improve my leadership and my new role as manager. I highly recommend this course to anyone who is questioning or wants to improve their leadership.”
New Manager Training Program Participant
“One of Ingredion’s priorities is to develop leaders of tomorrow. Our partnership with CCL has allowed managers in our company to flourish through carefully customized programs aimed at unleashing their leadership potential.”
Christopher Lane
Research FellowÂ
Ingredion Incorporated
Our experts are here to help. Get in touch with us about developing skills for new managers and frontline leaders at your organization with our proven manager training courses and programs.
Whether you’re an individual contributor, a firstline manager, a mid-level leader, or a senior executive, there are core skills needed, regardless of industry. We call them the ‘Fundamental 4’ leadership skills.
Learn what our research found are 12 most common challenges faced by new managers as they transition from being individual contributors to leading people and projects, and how to support them.
In every career journey, you’ll need to be able to play each of these 4 leadership roles from time to time. The key comes in your ability to select the right leadership role for any given situation, to play it well, and to shift between roles as appropriate.
First-line managers are likely your largest population of leaders. Here’s how you can help them develop the key frontline leadership skills they need to succeed.
How are organizations developing new managers? Learn our 3 recommendations for supporting your newest leaders, based on our decades of research and experience.
New managers must understand the difference in being a boss vs. a leader, because their leadership effectiveness affects the success of their whole team.
Becoming a manager of people requires not just new skills, but a whole identity shift. And making the leap from being an individual contributor to a manager, from a peer to a superior, or from a project manager to a people leader is a big transition for anyone — no matter how intelligent or driven they are.
Many frontline leaders report they find developing skills for new managers more challenging than they expected, and feel self-doubt and isolation. This makes it all the more important to invest in new manager courses: to help them feel supported and aware of tools to help them succeed and thrive in their new roles.
If your organization wants to strengthen both your leadership pipeline and your bottom line, investing in the least experienced tier of managers in your organization — your largest population of leaders — will produce real results.
Promotions show people you believe in them. Equipping them with what they need to succeed turns that potential into reality.
Equip your frontline people leaders with essential skills new managers need to succeed. Our ongoing research ensures that we equip your leaders for present and future business conditions, setting them up for future success and advancement as well. Choose from our new manager courses or let us craft a custom solution based on your organization’s unique culture, context, values, and competencies.
Whether you’re looking for a customized solution to uplift key members of your frontline managers, or scalable programs designed to develop new manager skills among a large population of emerging leaders, we offer a variety of human-centered, research-based frontline and new manager courses, programs, and solutions.
We believe that every new manager should be trained on the 4 core leadership skills needed in every role and career: self-awareness, learning agility, communication, and influence. Developing these key leadership competencies builds a strong foundation for individual and organizational success.
We recommend that organizations focus on these 3 ways to develop new leaders, including providing clarity around shifting roles, providing practical tools, and enabling continuity of learning. At the Center for Creative Leadership, we develop new managers by offering them immersive, research-backed courses, programs, and training solutions that are tailored to their specific needs and their organization’s culture.
New managers need to feel supported in their new leadership roles with training that equips them with the skills needed to tackle the new challenges they face. To be most effective, new managers need to make a shift in 6 essential areas: mindset, relationships, attitude, perspective, focus, and skillset.
Our new manager courses are human-centered, research-backed, and highly personalized and engaging — customized to fit the individual and your organization’s unique culture and context. Our decades of research and experience have allowed us to create learning experiences that truly transform new managers into great leaders, providing them with the support, tools, and solutions needed to facilitate a shift in mindset and skillset.
More questions? Our experts are here to help. Let’s have a conversation!
Subscribe to our email newsletters that highlight our latest research-based articles, products, programs, and more to help you strengthen your leadership skills.Â
