DSD Standard

Elevating managers to become future team leaders: Next-Gen Manager.

This course develops modern managers to be ready for future team leadership roles through skills in change management, analytical thinking, team empowerment, and coaching. The goal is to build trusting teams that dare to think, make decisions, and deliver sustainable results.

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Fastlearn10x

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Course available for 366 days

Course details

Duration : 6 hours 19 minutes

Lectures : 38

Video : 34 lessons

Assignments : 1

Quizzes : 4

Level : Suitable for managers.

The course is accredited by the Department of Skill Development.

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Description
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FAQ
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The role of "managers" in the modern workplace is changing dramatically, from a focus on controlling work, giving orders, and monitoring results, to becoming... A team leader who can manage change, develop people, decentralize authority, and build teams that think and make decisions independently.

Many organizations also find that a significant number of managers are promoted based on their job expertise but are not adequately prepared in people management, leading to problems such as: Micromanagement, team members hesitant to make decisions, lack of responsibility, team resistance to change, or managers burdened with solving every problem alone.

At the same time, managers must work amidst uncertainty, new technologies like AI, changing work patterns, and the expectations of younger generations, making traditional management skills alone no longer sufficient.

Elevating managers to become future team leaders (Next-Gen Manager) Therefore, it is designed to develop managers so they can move beyond their roles. “Manager of Work” to “Leader of People” Through four key competencies: Leading Change, Analytical Thinking, Empowering Management and Coaching Leadership

Learners will learn how to lead teams through change, develop analytical and systematic decision-making, reduce micromanagement and increase empowerment, and utilize coaching mindset, active listening, powerful questions, and feedback to enhance team potential.

The goal of the course is to create... Next-Gen Manager Not only can they manage to get the job done, but they can also build a team that... To think critically, make decisions effectively, take responsibility, and grow independently.

Module 1: Change Management (1 hour 40 minutes)

Module 2: Smart Work With Analytical Thinking (60 minutes)

Module 3: Unlimited Growth by Empowering Management (1 hour 40 minutes)

Module 4: Coaching Mindset for Future Leaders (1 hour 59 minutes)

I've just been promoted to manager. Is it possible for me to enroll?

Yes, and it's one of the key target groups of the course because it helps learners transition from being experts or supervisors to managers who are responsible for the work, people, and results of the team.

I'm not a manager yet, but I'm preparing for a promotion. Is it okay to study?

Yes, especially for Senior Supervisors, Talent, and Future Leaders who are being prepared by the organization before they take on Managerial roles.

If I've been a manager for many years, is this course still suitable?

That's appropriate, as it helps managers review their management styles and incorporates concepts like Empowerment, Psychological Safety, Change Management, and Coaching, which are crucial for modern team management.

Why is the course called Next-Gen Manager?

Because the role of managers in the future is not just about controlling work, but also about leading change, thinking analytically, delegating authority, and developing people so they can produce results on their own.

If you feel like you're a micro-manager, would this course help?

It is helpful because students will understand the causes of micromanagement and learn how to adjust the roles between directive, supportive, and empowerment to manage teams appropriately.

How can this course help if team members lack the courage to think or make decisions on their own?

Learners will learn how to build trust and psychological safety, as well as use delegation and coaching to give team members more space to think, make decisions, and take responsibility.

Does the course help with team management during an organizational transformation?

Yes, I can help. The content covers Change Management, from understanding resistance and assessing readiness to the ADKAR Model and approaches to help teams adapt to change.

Is prior coaching experience required?

It's not necessary. The course starts with Coaching Mindset and gradually progresses to Active Listening, Powerful Questions, the GROW Model, and Feedback.

How does coaching differ from giving orders?

Giving instructions is suitable for situations requiring clarity or specific standards, while coaching allows team members to think, analyze, and find solutions on their own, which helps develop their abilities and ownership in the long term.

If team members are not taking responsibility, is empowerment or coaching alone sufficient?

There's no need to choose one over the other. Managers must consider the employees' abilities, readiness, and circumstances, and then choose the most appropriate approach: direction, support, delegation, or coaching.

Does the course help managers make decisions?

Help! The Analytical Thinking module provides tools to help managers analyze problems, risks, and causes before making decisions, reducing decisions based on feelings or only one piece of information.

If I manage a team with people from multiple generations, is this course relevant?

Yes, because the concepts of Trust, Psychological Safety, Coaching, Listening, and Empowerment can be applied to teams with diverse ages, experiences, and work styles.

Is this course suitable for managers across all fields?

Suitable for Manufacturing, Operations, Sales, Service, Project, Office, and Support Functions because the content focuses on core management skills related to managing people and teams.

Should we bring real-life exam questions to class?

It's not mandatory, but it's highly recommended because learners can immediately connect team problems, employee development needs, or real-world change situations to the framework in the course.

What can you immediately apply after graduation?

The tools for Change Management, Analytical Thinking, Delegation Planning, Empowerment, GROW Model, Active Listening, and Feedback can be immediately applied to the team.

What is the most important goal of this course?

This course helps transform learners from "managers who control and solve problems for their teams" to "leaders who build teams that can think for themselves, take responsibility, and grow independently," which is the core of being a Next-Gen Manager.

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Basic info

Understanding the new role of managers in the future of work.
Adjusting the role from... Manager of Work to Leader of People
Understand the nature of change and the factors that cause teams to resist change.
Assess the team's readiness and develop a strategy to guide the team through the transition.
Use the concept. Change Management and the ADKAR Model To support the change.
Systematically analyze problems, situations, and risks.
Use tools 5W2H, Fault Tree Analysis, Risk Analysis, AAR and First Principles Thinking
Reduce the behavior. Micro Management In team management.
Understanding when to give direction, when to provide support, and when to empower.
build Trust and Psychological Safety To encourage the team to think creatively, ask questions, and make decisions.
Assign tasks and decentralize authority appropriately.
Increase the responsibility and ownership of team members.
develop Coaching Mindset For human resource management and development.
use Active Listening To understand the mindset and potential of team members.
use Powerful Questions To encourage the team to think and find answers on their own.
use GROW Model In coaching to develop employee performance and potential.
Give and receive Feedback creatively
Create a team development guideline that can be applied to real-world work situations.

Intended audience

Middle Manager Middle Manager
Department Manager
Section Manager
Branch Manager
Project Manager
Team Manager
A manager responsible for managing and developing a team.
A manager responsible for changes within the organization.
A manager who is facing problems. Micro Management
Managers who want to increase accountability and ownership among their team members.
Managers who want to develop their skills. Coaching and Feedback
Senior Supervisor, or a supervisor who is preparing to advance to the Manager position.
Project personnel Management Development Program
Talent or Future Leaders that organizations want to prepare for managerial roles.