Do your teams/departments lose momentum or focus when there’s a turnover of team leader/ department manager?

Do your new managers sometimes cause morale problems when they take over a new department or team?

Do your new managers need to get results quickly?

If you answer “yes” to any of these questions, a New Manager Assimilation facilitated by Tice Consulting is the solution. The New Manager Assimilation is a teambuilding process designed to help a new manager “merge” into an organization quickly and positively, identifying preexisting perceptions, concerns, expectations and issues that need to be addressed and clarified.

Key objectives are:
Bring the new manager “up to speed” at an accelerated clip.
Reduce the level of preliminary apprehensions that may exist either on the part of the new manager or the staff.
Bring the organization together with the new manager as a unit at an early point in order to maintain the momentum of the organization and solidify the “team spirit.”
Provide a climate for the early two-way flow of information concerning such vital points as style of operation, needs of the organization and problem areas.
Provide a forum for the new manager to discuss his/her philosophies and ideas with the team.

The process involves a facilitator introduction and kick off with the manager and his/her direct reports followed by a half-day session with just the manager’s direct reports. The facilitator leads the group to surface perceptions, concerns, expectations, and key issues facing the group. Afterwards the facilitator meets with the manager to review the group’s output and to coach the manager on how best to address, in a session with the group the following day, the concerns/issues raised by the group.

Benefits abound for the new manager as well as the staff, some of which include:
“Clears the air” from the beginning in manager-associate contact.
Demonstrates the manager’s willingness to listen to the concerns of the associates of the organization.
Provides inputs to the manager on key questions that need to be addressed in the new job.
Allows staff to pose questions on potentially sensitive matters, which under “normal” circumstances they may hesitate to address.
Brings staff together as a team with the common objective of getting acquainted and making sure that the leader knows how staff members like to function as a group.

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