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Team Management Skills: The Core Skills Needed to Manage Your Team
Developing Your Team
Teams are made up of individuals who have different outlooks and abilities, and are at different stages of their careers. Some may be challenged by the tasks you assign and need help while others may be unchallenged, and may be looking for opportunities to stretch their skills.
It's your responsibility to develop all of your people and doing so makes you a manager people aspire to work for. The most effective way of developing your people is to ensure that you give regular feedback to members of your team.
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The Difference Between Managers And Leaders
Leadership involves creating a compelling vision of the future, communicating that vision, and helping people understand and commit to it.
Managers, on the other hand, are responsible for ensuring that the vision is implemented efficiently and successfully.
The Importance Of Delegation
There's only so much that you can achieve working on your own, that's why it's important to delegate effectively. To successfully delegate:
- Explain what your team's role and goals are. Or even formalize it in a team charter, which can also be useful for keeping the team on track.
- Think about the skills, experience and competencies within your team, and start matching people to tasks.
Motivating Your Team
Whatever approach you prefer to adopt, you also need to bear in mind that different people have different needs when it comes to motivation.
One size does not fit all. Some individuals are highly self-motivated, while others will under-perform without managerial input, and you need to be able to handle both.
Developing Your Team
Teams are made up of individuals who have different outlooks and abilities, and are at different stages of their careers. Some may be challenged by the tasks you assign and need help while others may be unchallenged, and may be looking for opportunities to stretch their skills.
It's your responsibility to develop all of your people and doing so makes you a manager people aspire to work for. The most effective way of developing your people is to ensure that you give regular feedback to members of your team.
Communicating With Your Team
Meetings of all kinds, and regular ones in particular, are notorious for wasting people's time, so it's well worth mastering the skill of running effective meetings.
Being in charge, it’s easy to assume you know what others are saying, or that listening isn’t important and that your solutions are better. But learning active listening is key as it allows early detection problems, avoids costly misunderstandings, and builds trust within their teams.
With People Outside Your Team
- Understand fully what your boss wants from you and your team so you'll be better able to meet with their approval.
- Ask your boss to coach or mentor you. You can usually learn a lot from him, but he may not be proactive about offering this. Think through things as far as you can before you approach them.
- Look after your team and protect it from unreasonable pressure. Learn skills like assertiveness and win-win negotiation, so you can turn work away or negotiate additional resources.
- Manage interactions with other groups. Use stakeholder analysis to identify groups relevant to you as well as what they want and what they offer.
Managing Discipline
- Does the issue affect the quality of the employee's deliverable to the client?
- Does the issue adversely impact the cohesiveness of the team?
- Does the issue unnecessarily undermine the interests of other individuals in the team?
Traps To Avoid
- Thinking your current job knowledge and technical skills are enough to be a manager. Good management and people skills can be more important than technical skills.
- Failing to consult regularly with your boss, in an attempt to show that you can cope on your own.
- Approaching your boss without having thought a problem or its solutions through.
- Failing to assess what your customers want from you and your team.
- Using your authority inappropriately or not in the interests of the organization.
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The importance of managing expectations
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Communicate clearly and frequently
Communication is essential and comes first when setting expectations with your team.
Have a plan in place from the start to ensure your team understands what you are expecting from them.
For example, should they report every task they complete? Is there a set amount of time in which they should be able to reply to emails?
Roles and responsibilities documents
Your team will work as a unit if every member is aware of their own responsibilities and the importance of their work in the organization.
This can be accomplished by creating a document that describes their role in the company in detail.
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Why setting expectations is critical
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It’s crucial for your team to know exactly what is expected of them.
The unwritten rules about the level of quality expected in the work, and the depth of knowledge that needs to be displayed, are what defines a successful work project.
What are the boundaries of an employee’s responsibilities? What are and what aren’t the roles of the job?
Communication
What’s the preferred way of communicating, both formally and informally? What should be the frequency of communication? What are the protocols for communication at different levels – while reporting to the manager or even upper management?
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Delegation = effective management skill
Without the ability to delegate effectively, it is impossible for you to advance in management to higher positions of responsibility.
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Delegation method and staff experience
- For new and inexperienced in the job staff - use a directive delegation style (Tell exactly what you want them to do).
- For staff that has experience in the job (they know what they are doing) - use the effective, management by objectives delegation method (Tell people the end result that you want and then get out of their way).
- When the staff person is completely experienced and competent, your method of delegation in this case is simply, easy interaction.
Question to consider when before delegating
- Who can do this job instead of you?
- Who can do this job better than me?
- Who can do this job at a lower cost than me?
- Can this activity be eliminated altogether?
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