How to Rock as a New Manager
Hooray for you! You got that promotion and that coveted management job is yours. Take a moment to enjoy your victory. Then think about how to prepare for the challenge ahead.
You know that your focus will have to change. No longer will you be called to answer for only your own individual contribution to the company; you will be responsible for achieving the goals of your team. In other words, you will need to learn, and fast, how to marshal the efforts of others. You need to motivate, delegate, coach and manage the performance of your team members.
You have already decided what you want the team to look like. You want a team that is collaborative and supports the efforts of all its members. You want them to be upbeat and positive about achieving team goals. You want them to get along with one another and look forward to the camaraderie of a harmonious group. You want them to have some fun while they work. In fact, the less they are bogged down by tasks, the more they will accomplish. They should be engaged and enthusiastic about what they do. And when there is conflict, as there will inevitably be, your team will know how to resolve it and move on. It’s the perfect team!
So now that you have the vision, how can you realize it? How can you create the ideal team? Here are 3 tips from new manager training on how to rock as a new manager:
1. Involve the team in decisions that affect them.
The best leaders are good at making decisions and know when they must shoulder the responsibility for decisions that cannot be made by consensus. But they also know that, whenever possible, consulting with key stakeholders in the decision-making process gives a feeling of ownership of results and commitment to the goal. Let the team help decide how to work together, what the standards of behavior will be, what goals will be established, how conflict will be resolved, and how performance will be measured.
2. Give your team members a sense of power over their job role.
Include them in discussions around goal setting and performance standards. Find out what they like to do best and give them opportunities to excel. As a coach, know when to intercede and when to step back. Learn what motivates each individual and adapt your style to theirs. Encourage open communication and be available to give and receive feedback and to solve small problems before they grow too large to handle.
3. Set an example of accountability, humility, integrity, and positivity.
All these are traits of strong, capable leaders who instill loyalty in their followers. Show that you will do what you say you will do, that you can admit mistakes and learn from them, that you are honest and truthful in all your interactions, and that you have an optimistic outlook for the team.
Too tall an order? Not according to your behavior in the past. Show that you deserve this promotion. Go for the ideal team by doing your best to be the ideal manager. Not sure where you stand? Take our management health check.