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9 Lessons for the First-Time Manager
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.
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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.
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.
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The 'Sandwich Approach' Is Outdated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
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Remote-first Mindset
Accept that you have to put in place remote work systems, even if more than half of your employees ultimately revert to office-based work.
- If done right, a remote-first infrastructu...
Build a socially-connected culture
Intentionally design for the same interactions that would otherwise happen if people were in the office.
- Culture is what naturally happens when a group of people gets together for any period.
- A great culture happens with intentional design and influence. It's the reason you should make your company's mission, vision, values, operating principles, standards, and agreements visible.
- Culture is experienced through emotions, including how your employees feel about the company, you, other leaders, and peers. That feeling is developed through human interaction at the water cooler, kitchen, or hallway conversations.
Your leadership presence
Your people need to feel your presence as a leader as they will have fewer opportunities to see you face to face when they work remotely.
- Regularly show up in a variety of forms that can include weekly video meetings, periodic company-wide emails, or presence in public channels.
- Err on the side of more communication rather than less.
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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 ...
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.
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