If you’ve recently been promoted into a management position, you might be concerned about what type of boss you’ll become. While you can certainly implement your own management style, here are some tips for becoming a positive influence in your department.
Remember That Everyone’s Time is Valuable
Yes, it is your department now, but you’re not the only one with responsibilities. Forgetting that your subordinates have their own duties can cause discord with your team and, more importantly, it can prevent them from completing tasks. The last thing you want is to be the reason your staff is missing deadlines. For that reason, it’s important to be mindful about scheduling meetings and conferences. Do your best to be punctual for them and keep them as brief as possible. If you need to reschedule a meeting, try to give the employee reasonable notice.
Admit Your Own Fallibility
Poor managers have a tendency to blame their subordinates for their own mistakes. This creates a negative atmosphere and employees are less likely to give their best, when they know the boss may blame them for factors beyond their control anyway. Instead, admit fault when you make a mistake and look for ways to correct it. This shows your employees that you expect accountability from everyone and sets a good example for their conduct. When you set a good example, it creates a more positive work environment.
Develop Emotional Intelligence
This is a trait many executive recruiters, such as those at https://jmjphillip.com/, look for in their candidates and for good reason. Emotional intelligence is the ability to recognize the emotional states of others and use those feelings to guide the conduct of those individuals. Being able to do this is one of the most effective tools you can possess as a manager, though it may take time to hone it into a truly useful skill. In many situations, employees can become emotionally charged, but your ability to diffuse those situations and use those emotions constructively can make all of the difference.
Are You a Leader or a Manager?
You may hold the title of manager, but is that really how you want your employees to view you? Managers direct, taking control of much of the tasks assigned to their subordinates and often take it to an extreme. This leaves no room for growth or creativity. Conversely, a leader sets good examples and outlines his or her expectations, letting the team pursue their duties on their own. This creates a more positive environment, where each team member feels free to discuss problems and ideas openly.
These aren’t Your Friends Anymore
In many cases, the manager is promoted from within and may already be familiar with his or her subordinates. Even where you might have been friends previously, you’re no longer at the same level. You have more responsibilities now and those obligations largely have to do with directing others in the department. You can either be a friend or a leader. Trying to be both will result in a loss of control.
Keep Focus on the Department’s Objectives
Each day, you should take a minute to remind your team about the company’s overall mission and any short-term goals on the table. You should also guide each of your employees by reminding him or her of their individual objectives, when you feel it’s needed. By bringing greater focus on these goals regularly, you can help everyone be more efficient and many conflicts can be avoided through maintaining the corporate mindset.
When you step into a leadership role, it’s important to consider how you will approach your team. While you may want to be their friend, that’s not the role they need from you. They need a leader, someone who can serve as a guide and keep them motivated to excel in their positions. Taking this type of style can help you mold a group of employees into a well-functioning team.
by: Lee Flynn