The effectiveness of a manager, front line supervisor or team leader makes all the difference between a motivated and focused workforce – and a disorganized and dispirited one.
So beware: Successful new managers don’t happen by accident.
In today’s competitive work environment, all good managers need a solid foundation so that they can contribute fully.
That’s why the development of a new manager can’t be left to chance.
The transition from worker to manager requires a new mindset and new skills. New managers must learn how to exert authority and control over what work gets done without alienating subordinates – all the while managing the expectations of their own boss.
3 Transition Managers Have To Make
One of the first big transitions is learning how to work with people, instead of things. It’s no longer a new manager’s job to get the work done. It’s to make sure others get the work done.
Second, the new manager goes from being a doer, to being a coach. That’s a change in mindset that also has a sharp learning curve because of the people skills that need developing.
Finally, new managers must go from being a friend to being a leader. It takes courage and confidence to show people that sometimes the path less traveled IS the right one.
6 Great Habits To Get Into
So how can you help turn good people into successful new managers? Here are a few great habits to they should get into:
1) Manage Every Day.
It’s easy to get bogged down in getting the job done: meeting deadlines, serving customers, etc. But you need to be out with your staffers and managing them every single day.
2) Go One Staffer At A Time.
It can be overwhelming to tackle a whole team at once. It’s easier to meet your manage-every-day goal if you start with one person at a time.
3) Up The Accountability.
If staffers understand that both you and they will be held accountable for each other’s actions, everyone will have to take a more active role.
4) Track Performance.
If you’re going to turn up the accountability, you’ll need a way to track people’s progress.
5) Offer Help.
Don’t leave your people guessing. That can only result in frustration. Instead, you want to tell you’re people what’s expected of them.
6) Don’t Treat Them The Same.
Not every member of your team is going to need the same amount of attention. Give more to those who are struggling and less to those who are holding their own.
The ultimate goal is to send this message to your team: “You can count on me.”