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9 Lessons for the First-Time Manager

Strategize Around Strengths 

It pays to highlight the strength an employee brings and then to work on minimizing the weak aspects. Start and work with the impact and value the employee is making to your team.

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9 Lessons for the First-Time Manager

9 Lessons for the First-Time Manager

https://99u.adobe.com/articles/62789/9-lessons-for-the-first-time-manager

99u.adobe.com

9

Key Ideas

Probe Work That Seems Ok

If the work is reported to be ok or fine by your subordinates, maybe you need to dig in deep and probe more.

The employee reporting to you may be struggling and not providing the true details of the situation.

Define Ownership

Ownership and accountability need to be defined so that your team knows who is responsible for what.

The 'Sandwich Approach' Is Outdated

Instead of the sandwich approach to provide feedback, try to be direct and dispassionate.

Create a Feedback Cycle

Get a nod or a confirmation on the feedback that is delivered, so that it is clear and the employee hasn't taken away something unexpected or unintended from your conversation.

Diversify your Team

Diversify work within the team so that the long term and short term goals are both taken care of.

Fire Fast

Instead of hanging on to a bad fit, and prolonging the support to employees who are struggling, it is better to let them go.

Meetings should be clear

Have goal-oriented and clear meetings, only when it is important and necessary.

Delegate work to show trust

Show that you trust your team by delegating work and giving people big problems to solve.

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Authentic leadership

Is a management style in which leaders are genuine, self-aware, and transparent. 

An authentic leader is able to inspire loyalty and trust in her employees by consistently display...

Components of Authentic Leadership
  • Self-Awareness: be aware of your trengths, weaknesses, and values and displaying them to your team.
  • Relational Transparency: remain genuine, straightforward, and honest with your team. Display the behavior you hope to see in your employees.
  • Balanced Processing: stick to your values when making decisions, but remain open to discussions and alternatve options.
  • Doing the right thing: focus on doing the right thing for the long-term success of the business, not yours.
3 ways to practie self-awareness as a leader
  • Seek feedback from the environment;
  • Use self-reflection to better understand your behavior;
  • Practice regular self-observation to stay aware of your feelings at all times.
  • Delegation

    In a work setting, it means the transfer of responsibility for a task from a manager to a subordinate. 

    The decision to delegate is usually made by the manager. However, sometimes...

    Top Delegation Skills
    • Communication: explain what the task is, what the expectations are, and listen to any questions and concerns.
    • Giving Feedback: provide clear feedback on what they did well, what they struggled with, and why.
    • Training and Assessment of Tasks:  make sure your staff has the skills and abilities necessary to perform the task. This might require some training.
    • Trust: Lay out clear expectations, and provide feedback, but do not micromanage while the employee works on the task.
    1:1 meetings
    1:1 meetings

    1:1 meetings matter. It is important to nurture that essential employee-manager relationship. But it still not easy to get right.

    Under pressures, managers are still juggl...

    1:1 category

    The goal of an effective 1:1 is not an update from your direct report or for you to lay down some instructions. It's a conversation. It's a chance to hear about your direct reports' ideas for your product, their career goals, and possibly their opinion of their performance.

    Keep a list of three potential topics ready for discussion. When they say they have nothing to discuss, you can jumpstart the conversation with one of your items.

    Manager's best tool

    Your most precious resource is your own time and energy. When you spend it on your team, it helps build healthy relationships.

    Your job as a manager isn't to give advice or 'save the day.'' It's to empower your reports to find the answer themselves. If you want to understand what's going on, ask. Let her lead the conversation while you listen and probe.

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