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New Manager Development Program

Assumptions about this program

  • If you are a new promoted manager or you are coordinating a new manager, taking the lead of a new team is a serious challenge.
  • Designed to acquire better results and more effectiveness even during the transition period and to manage and rapidly overcome it.
  • Based on the well known model, established by Bruce Tuckman, of group development stages (forming, storming, norming, performing), the period between forming to performing is a rough time both for the organization and the new manager.
  • Using this program you will skip the steps and go forward directly to  performing and you will gain more easily results that otherwise you will achieve in months.

Your Advantages

  • Gain insights about yourself, your team and the values in the workplace.
  • Discover how to gain cooperation from your staff, which are their psychological roles, and how your team members will derail under pressure and in tough times.
  • Avoid the problems that sabotage many new managers
  • Help your team members to become top performers and stay motivated
  • Achieve concrete, positive results right away 

To whom is this program valuable?

  • Newly promoted managers
  • Existing managers (less than two years) whom have never benefit a similar program 

Steps of the program

Step 1 : Assessment - Completing the Hogan suite (online)

Step 2 : Reports Generation
a) For the manager

b) Team Report

Five sections, showing how each team member's characteristics affect team performance:

  • Team Roles
  • Team Derailers
  • Team Culture
  • Individual Profiles
  • Individual Perspectives

Team Report: Team Roles

The Hogan Team Report identifies five psychological roles to which team members naturally gravitate and are necessary for a highly functioning team:

  • Results
  • Relationships
  • Process
  • Innovation
  • Pragmatism

Team Report: Team Derailers

  • This section identifies each individual's potential derailers, or characteristics that can impede performance when under pressure or become exposed due to personality differences.
  • If a majority of team members show the same tendencies, the behavior will amplify, undermining the team's performance.

Team Report: Team Culture

  • The report includes an analysis of the team culture, such as the individual values and drivers that guide self-focus and priorities.
  • When team members share the same values, the team can bond more easily and become more united in achieving goals.

Team Report: Individual Profiles and Perspectives

  • The Individual Profiles and Individual Perspectives sections provide a detailed view of the similarity of each person compared to the rest of the group.
  • The Individual Profiles use a summary graphic to compare individuals on a scale level, noting differences in behavior, derailers, and values.

Step 3 : Feedback

Individual Feedback for the manager:

  • Review individually key leadership competencies with high impact on participant effectiveness during the 1:1 feedback session.
  • Providing strategic self-awareness on strengths and areas for development with respect to those key leadership competencies.
  • Discuss about individual core values and personal drivers that can support development and personal growth.

Presenting the team report to the manager:

  • Reviewing the distribution of roles inside the team.
  • Understanding the individual differences among team members.
  • Identifying the main areas of development of the team.
  • Recognizing the team culture with respect to manager’s values.
  • Discussing the potential areas of conflicts and divergence and establish strategies to avoid them.
  • Developing an action plan in order to increase the efficiency.

Step 4: Team Workshop (Optional)

The results of the team report could be used in facilitating a team workshop so that all team members take advantage of strategic self-awareness, team effectiveness and alignment.

Structure of team workshop:

  • Discuss common business objectives of the team, the desired culture and the needed competencies to accomplish those objectives (exercise).
  • Facilitate strategic team- awareness about common values, strengths and/or derailers (interactive team report presentation and exercises).
  • Discuss the team’s assessment results (strengths, barriers and opportunities)  in relation to the team’s strategic goals  & challenges for the future (next 6-12 months).
  • Encourage team dialogue and interpersonal awareness (feedback game).
  • Facilitate creation of team action plan (exercise).

Step 5 (Optional): Coaching Sessions

We recommend continuing the development process accompanied by a professional coach, in team coaching sessions.

HART Coaching Network is a network of independent coaches that includes top professional in the industry of leadership development. The Coaches within our network mixt the business experience with experience in leadership development in organizations, by including the professional competencies certified by International Coach Federation with the expertise of the proven science of Hogan’s assessment solutions.

Team coaching sessions means that a coach will accompany the team in their operational meetings, focusing the team on the results they want to achieve, implementing delegative processes and roles, helping the team to collaborate and facilitating organic evolution - from forming to performing.


  • Individual reports
  • Team report
  • Feedback sessions (manager)
  • Team Workshop (optional)
  • Coaching Sessions (optional)
  • New Manager Development Program - HART Consulting
Alexandra Crihana, Oracle Romania
With participation in the Hogan certification assessment methodology made acquaintance of a complete tool in terms of information provided and reliable in terms of accuracy and validity of information obtained. It is a tool that can be used in various activities: promotion, recruitment, knowing better team, succession plans, development plans, plans motivation, etc. The tool is easy to handle
Mihaela Sincu, Organizational Development Manager, GoodStory
Since my certification in 2008, I have mainly used the methodology provided by Hogan Assessments, because of its versatility and because of the generosity of information provided by it. The instruments proved to be useful both in career counselling interventions, in personal and professional development, in talent management programmes, and also in processes of building homogenous teams. More
Stela Pop, Roto Romania
Am participat la atelierele de dezvoltare a inteligentei emotionale si la o parte a celor de conversatii dificile si deja simt ca sunt capabila sa constientizez mult mai bine propriile trairi, propriile nevoi si, totodata, sa le comunic mai bine celorlalti. Este uimitor cat de simplu se poate rezolva un conflict sau o problema in mod constructiv, atunci cand raspunzi cu empatie si cu asertivitate.
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