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Onboarding a new manager is a great opportunity to enrich a business with a fresh perspective and innovative approaches. However, it is crucial for company leaders to select the most effective onboarding method to ensure a new manager’s smooth and successful integration into the organization.
Whether to utilize on-the-job training, external coaching or online classes—or a combination of all three—is an important choice for leaders of business bringing new managers on board. Below, Forbes Coaches Council members discuss strategies for making this decision and crafting the most impactful onboarding experiences to facilitate a new manager’s ability to adapt, develop needed skills and grow professionally.
1. Ask New Hires What They Need
First, clarify what the new manager needs to succeed in this role in terms of relationships, leadership and technical skills and functional knowledge. Relationships and leadership skills are probably more individualized, so a coaching or mentoring relationship is the best way to meet the manager’s specific needs. Technical skills and functional knowledge can be gained through training. - Steve Salee, Wildfire Strategies
2. Create Mentorship Programs
In the midsize professional services space, I encourage my clients to create mentorship programs that offer a combination of in-person discussions and traditional training resources. This is especially effective for onboarding both new leaders and new staff. We discovered that online training alone wasn’t enough. Employees didn’t have the chance to ask questions and get solid answers. - Randy Shattuck, The Shattuck Group
3. Assess A New Manager’s Needs And Learning Style
Leaders should assess the new manager’s learning style, the complexity of skills required and available resources. If hands-on experience is crucial, opt for on-the-job training. For personalized development, choose an external coach. Online classes are ideal for flexibility and self-paced learning. - Carrie Anne Yu, Conscious Ignite
4. Know What You Want Achieve And Why
It isn’t a case of choosing one method over another, as they all have their place. Knowing what you are trying to achieve and why is the key to choosing any option at any given time. For onboarding, assigning an internal mentor or coach to support a new manager through their first 90 days, combined with online classes, can help introduce the organization’s values, culture, policies, procedures and performance management. - Anita O’Connor-Roberts, AOC Consulting
5. Provide A Range Of Development Options
Each person learns in their own way, and the development needs for new managers vary. Instead of dictating a specific approach, it’s beneficial to give new managers the freedom to choose from a range of development options. As a leader, you should establish expectations but also entrust managers with responsibility for their own development. By doing so, you empower them and encourage accountability. - Neshica Bheem, Coachfluence
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6. Take A Blended Approach
When onboarding new managers, consider the benefits of blending on-the-job training, external coaching and online classes. On-the-job learning provides job insights, coaching fosters leadership growth, and online classes cater to specific needs post-assimilation. Employing a layered approach can prevent overwhelm, allowing you to tailor support based on the new manager’s needs and build a strong relationship. - Sheeba Varghese, Defining Moments 365 LLC
7. Evaluate Your Current Resources
Consider the resources you have now first. On-the-job training may require fewer financial resources, but also more time investment from internal staff. External coaching may be costlier, but it can offer more personalized guidance. Online classes offer scalability and flexibility, but may also require subscription fees. A combination of these methods may be the most effective for your company. - Jessica Miller-Merrell, Workology
8. Use An EQ Assessment
Using a combination of an external coach and an internal mentor is ideal. Managers need to be strong in interpersonal skills, and having them take the emotional intelligence assessment reveals their strengths and what needs development. I recommend having them write a 30-60-90 day plan to present to their mentor to assess alignment and clarify expectations. A coach can offer tools to keep self-confidence up. - Melinda Fouts, Ph.D., Success Starts With You
9. Consider The Needs Of Everyone Involved
Leaders must consider the needs of the new manager, the team and the company. On-the-job training sharpens company-specific skills, online courses offer passive learning of concepts, and external coaches provide tailored support to swiftly transform new managers into high-performing leaders. It is essential to evaluate the context, goals and resources to make the optimal choice. - Steve Walsh, Exceptional Transformations LLC
10. Focus On Increasing Employee Lifetime Value
Use all of these methods—if you have the budget, then why wouldn’t you? Do everything you can do to increase employee lifetime value. It’s the 70/20/10 rule: 70% experiential learning on the job, 20% bespoke, 1:1 or group coaching support, and 10% teaching. So often, the 20% gets overlooked. Peer groups, personalized support and coaching and high-commitment, long-duration learning cohorts return huge value. - Duncan Skelton, Duncan Skelton Coaching Ltd
11. Provide Real-Life Training And Immediate Feedback
On-the-job training and mentoring are definitely more effective, as they use real-life challenges and provide immediate feedback, so leaders can observe the changes in the manager’s actions. Practice rewires your manager’s brain. I have attended several online, off-site classes for leadership, and there is always a gap between what you learned and what you can apply in your work. - Minna Hu, AI Business Coach Inc.
12. Look For Scalable, Customizable Solutions
I have found that the most effective way to onboard managers is by blending multiple approaches in a way that is affordable, customizable and scalable. That led us to develop a digital platform that combines the power of peer coaching with individualized, online micro-learning and ways to build a network of support. This proven approach accelerates results and relationships. - Neena Newberry, Newberry Solutions
13. Align The Experience With Managers’ Expectations
Consider what you hope to achieve as part of the onboarding process for new managers before discarding any option. Also, review what new managers indicated in their interviews about their expectations of the company and role. To build trust and psychological safety quickly with new employees, these expectations should align with the onboarding experience. - Arthi Rabikrisson, Prerna Advisory
14. Enlist Outside Help To Help Managers Adapt Faster
An external coach is always good for onboarding important employees who need support to adapt faster to new work environments, best start their jobs and deliver great results. On-the-job training is a must-have to help people understand their new roles. Online classes, books, manuals and other visual materials are connected with skills or knowledge that need to be learned in parallel. - Dominik Szot, MIA
15. Gain Insights Through Professional Associations
You can find excellent information through professional association groups. Many people—even competitors—in these associations will provide free insights into how and when to use coaching. Why do they do it? They have an obligation to the members to bring up the excellence of the profession. This is an underutilized aspect of association groups, and it is invaluable to you. - John M. O’Connor, Career Pro Inc.
16. Make It A Collaborative Decision
Leaders shouldn’t make this decision on their own. It should be a collaborative process with the manager. What do they understand about their new roles? What do they see as their current strengths and challenges to meet the requirements of those roles? If they need technical ability, on-the-job training might be a good fit. If they need leadership skills or need to build confidence, an external coach may be more appropriate. - Dr. Joel M. Rothaizer, MCC, ABPP, Clear Impact Consulting Group
17. Adapt Your Approach To New Managers’ Skill Levels
Consider new managers’ skill levels and learning styles. On-the-job training works best for experienced hires to get quickly immersed in workflows. For entry-level managers, coaching provides personalized support. Adjust the approach if goals aren’t being met. Focus on access, engagement and measurable results to deploy the option most likely to set up new leaders for success. - Jonathan H. Westover, Ph.D, Human Capital Innovations
