April 21, 2022
When you ask people about their favorite bosses, their eyes light up and they say things like: “She always made me feel like she had my back,” and “He challenged me to do things I didn’t think I was capable of.”
These descriptions focus on who that person is, not necessarily what that person did. It’s leaders’ beingness, not doingness, that makes them great. In other words, change your focus from “What I am doing?” to “Who am I being?” at any given time when it comes to effectively leading others.
So, as a new manager, the first question to ask yourself should be, “Who am I, and who do I choose to be in light of this concept called management and leadership?” Likewise, remember that it is leadership through, not management over, that should be your goal.
New Managers: Master the Art of Leadership, Communication & Team Building
“Sink or swim” is no way to handle the people who oversee your company’s greatest asset. On May 3, this webinar will help new managers gain confidence, build “managerial muscle,” and have more success sooner!
Your ability to expand your personal impact on your organization grows exponentially when given the honor to serve—and lead—others to success. From this point forward, your individual success is measured by the performance and productivity of your team.
Now that’s an exciting concept!
Especially in times of crisis—whether it’s a financial crisis, a global pandemic, or something specific to your industry or business—new managers drive the way forward. You need to maintain open communication, build a stronger team (especially if you’re working remotely), and produce and measure performance results. It’s also important to motivate employees so they can focus on the work itself because striving to meet goals—and achieving those goals—helps build confidence.
Studies show that when new managers get training, it results in better performance and lower turnover.
Getting promoted into a first-time supervisory role is exciting and scary. That’s because new managers rarely get the training, they need to be successful.
To that end, follow some of these best practices when leading your team, either in
person or remotely:
Create a shared document where everyone on the team can document their
weekly progress, roadblocks, and achievements. Use it for celebration and
recognition.
Assign different staff members to lead weekly staff meetings and make them
responsible for the agenda and follow-up items.
Catch people being good: recognition and appreciation for a job well done provide
the “psychic income” that’s so important for people to thrive in their roles.
Schedule quarterly progress meetings on annual goals, roadblocks, and
achievements as well as career and professional goals (using what are known as
IDPs, or individual development plans).
Seek to increase awareness of diversity and inclusion, multigenerational
communication, and the importance of laughter and camaraderie in the
workplace.
Ensure that remote workers’ work-life balance needs are being met (for example,
by not working all hours of the night) and that nonexempt employees adhere
strictly to wage-and-hour guidelines for meal and rest periods as well as overtime.
Remember that the greatest leaders are not the ones with the most followers; they’re the ones who create the most leaders in turn. You can be that inspirational leader, that transformative leader, that turnaround leader for others. And in doing so, you’ll develop the greatest level of career satisfaction possible. The opportunity to lead and manage is
an opportunity to touch others’ lives and pay it forward like no other in the workplace.
Success takes more than technical know-how or good luck. It’s about wisdom, motivational abilities, and helping employees hold themselves accountable to reach new heights. It’s about knowing what to say and how to say it.
[/et_pb_text][et_pb_text _builder_version=”4.4.4″]Thank you,
Your VertiSource HR Team
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