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The Art of Effective Management: Tips for Leading a Successful Team

By SaifNo Comments

The first significant advancement in a professional's career is frequently their first promotion to management. The added responsibility can help them learn how to lead a team, give them more tasks, and provide them the chance to learn more about their firm. Learning these fundamentals can help you get ready for your new position.

It’s exciting to take on the role of manager for the first time. Your efforts are being noticed, and you’re climbing the corporate ladder. But being a new manager may sometimes be intimidating and overwhelming.

First-time managers frequently attend new training classes, mentorship, or examinations based on their skills and styles. This is frequently included in formal training programs for new managers. Formal training is beneficial, but you can also learn new abilities through practices such as:

Motivating Others

As a manager, one of your most important responsibilities is to motivate your employees to come to work and excel. As your team faces unique challenges, you can learn new ways to motivate them.

Effective Communication

As a manager, you may provide and receive feedback, assisting you in developing effective communication skills. This could include deciding when to be more direct with instructions and when to be more open in order to achieve specific goals.

Delegation

As an entry-level employee, you may have been in charge of your own work with little delegation. You may improve your delegation skills as a first-time manager as you learn to prioritize assignments.

Problem Solving

As a manager, you may be required to tackle more complex jobs, such as conflict resolution, rather than executing simple duties. You might eventually come up with solutions to these one-of-a-kind difficulties.

Time-management

As a manager, you may have a full calendar with team status meetings, individual review meetings, and responsibilities to fulfil. You can eventually learn how to prioritize and manage additional chores effectively.

Developing Management Style

Similarly, to management strategies, you may need to change your management style while working in your first management position. Depending on your desired objective, you may apply these techniques to various situations. You could try the following management styles:

  • Authoritative: Authoritarian managers are direct and explicit in their approach, aims, and expectations. This personality type is said to aid in the development of problem-solving abilities and good communication.
  • Affiliative: Affiliative managers are concerned with team happiness and cohesion. This method may provide shallow feedback at times, yet it can be useful when creating trust within teams.
  • Democratic: In most instances, the Democratic approach focuses on group input. Approaching a problem or activity where your team members are the experts may be useful for first-time managers.
  • Coaching: The coaching style focuses on the team members’ professional growth. This shows a team that you are both interested in completing necessary tasks and in developing their skills for a future position.

Here are some tips for leading a successful team,

Treat all Employees Equally and Fairly

As a first-time manager, you will either be someone who has been promoted within the company or moving to a new job and into a company where you are new to their work culture and employees.

Treating all of the staff members you will manage equally won't be a problem if you are a new employee because you won't be familiar with any of them. It does get more challenging if you are promoted from within the ranks as you try to balance your previous friendships with your new co-workers. It becomes difficult to avoid bias toward some staff!

As a manager, it is imperative to treat each individual you supervise equally from the outset!

Recommendation

You can do one-one meetings which are a good method to get to know your co-workers better and develop working relationships with those you don’t know as well.

Try to discover a point of connection with co-workers you still need to get to know so you can relate to each employee on a basic level.

Delegate Low-Level Functions

Internally promoted managers are especially prone to defaulting to the obligations of previous employment. These leaders may wish to demonstrate that they recall their beginnings, or they may feel more confident executing familiar activities than the as-yet-unmastered responsibilities of their new roles. If the team is understaffed, the supervisor may feel ethically bound to fill in. Alternatively, a new management may be hesitant to provide commands and instructions to teammates.

Leadership entails additional responsibilities and areas of concentration. When managers ignore their own jobs and spend the bulk of their time on tasks that their subordinates could and should undertake, higher-level functions go unfinished, and the entire team suffers.

While working alongside employees can foster cooperation, generate employee gratitude, and provide leaders with a deeper knowledge of their employees' experiences and difficulties, it can also produce bottlenecks and aggravation. This should be a one-time occurrence rather than a recurrent occurrence. When feasible, leaders should delegate lower-level duties to team members so that management can focus on making big-picture choices and directing the team.

Be open to making mistakes and learning

You simply have to embrace the fact that you will make mistakes as a rookie manager.

If you make a mistake, avoid judging yourself, and don't be afraid to experiment with your management approach.

You will undoubtedly make mistakes as a new manager, but the important thing is to ensure that these errors at the very least help you become a better manager and leader in the long run.

Your team will frequently view you as a stronger leader if you are trustworthy and fair. Therefore, as a rookie manager, don't fear acknowledging and learning from your errors.

Have a Management Mentor

As with any other employee, having a mentor who understands the specific situations, issues, and experiences you will face and must deal with can be quite beneficial. One of your best resources as a new manager is to reach out to other managers. Do not be afraid to draw on the expertise and experience of other managers if they are present at management meetings. The ability, of course, is to learn from your peers (more experienced managers) while upholding secrecy regarding what you say to other managers to preserve trust within your team. Ideally, having one specific manager (it might be your own boss, i.e., a higher manager) to turn to can be a great option. As a first-time manager, you, like all employees, are on a learning curve and need to be open to learning from others.

Mentoring in Management

Avoid Micro-Managing

Micromanaging is one of the major errors that many new managers do when they first start out. In a way, it seems natural that a new boss would want to make a good first impression and ensure that everything was in order. Because they don't know their team very well, a lot of new managers don't trust their employees to carry out their own responsibilities. I believe it is best to first give the employee a chance to show themselves and then, if necessary, change the jobs, workloads, and other factors. To put it another way, begin by placing your whole faith and confidence in each employee.

Avoid micromanaging!

Properly Utilize the skills of the employees you manage

It's remarkable how much knowledge and expertise employees have that go undetected and unexplored in the job. As a new manager, it may be worthwhile to spend time getting to know your staff, particularly to determine what talents and knowledge they have both at work and outside of work. Some employees' job roles may not reflect their whole experience and skill set, and employees will often appreciate the fact that you value their expertise. Techniques you can use to learn more about each employee you will manage, include:

  • Holding individual meetings with each employee. In addition to discovering a few facts about them that offer you a personal connection to them (for example, they enjoy doing yoga or watching motor racing), you can use this meeting to inquire about their talents and abilities.
  • Emailing the people, you oversee and requesting them to submit you a list of any talents and knowledge they have both at work and outside of work, as well as providing examples.
Management Growth

Be Patient With Yourself

It will take time for you to become a better manager, so try not to be too hard on yourself. Every great leader and manager has made errors, and whether or not you learn from them will ultimately determine whether you become a great manager. If you're unsure of the kind of manager you should strive to be, consider the bosses you've personally had in the past and list both their positive and negative traits.

Why not write down or draw a mental map of the type of manager that you want to be?

Make Connections with Other Managers

It is usually a good idea to connect with peers. By befriending other managers, you create a support network with whom you can bounce ideas, seek advice, and commiserate. Associating with other young managers allows you to learn and grow as a leader together, and networking with more experienced managers may help with mentorship. Furthermore, your department is not your sole workplace team. As a manager, you are also a member of the leadership team. You will almost certainly have to interact with other department heads at some time in your career, and having a pre-existing friendly connection will help the process go much more smoothly.

Stand Up for Your Staff

Many rookie managers are afraid to question higher-ups or other department heads for fear of sparking controversy or endangering their own position. However, there are situations when colleagues may have insufficient knowledge or excessive expectations, and managers must resist inappropriate requests in order to safeguard the team. While working with other departments is crucial, managers must also defend their staff' well-being and best interests.

Standing up for employees may help leaders acquire the trust and respect of their teams, as well as reduce instances of departmental overburden and employee discontent.

Knowing when to submit and when to speak for your employees may be a difficult decision, especially for new leaders. One suggestion is to express concerns rather than simply refusing to act. You may also get guidance from other supervisors to verify that your perspective is not skewed. You should not make excuses for your team; nonetheless, it is your responsibility to recognize your team's skills and limits and to make the most use of your staff. Being set up for success is not just in the best interests of your team, but also in the best interests of the business.

Get Started On The Right Foot

Whether you're a first-time manager or a seasoned manager looking to take on a new role, all that comes with it might be intimidating. The way you handle it may make or break the situation. Our guidelines will help you transition easily into your new position and start sowing the seeds that will make you a good manager in the long run. Remember to maintain your growth mentality by investing in fresh information on a regular basis.

While working alongside workers can build cooperation, engender employee gratitude, and offer leaders a greater understanding of their employees' experiences and issues, it can also result in blockages and annoyance. This should be a one-time occurrence rather than a recurring occurrence. Leaders should assign lower-level tasks to team members whenever possible so that managers may focus on making big-picture decisions and managing the team.

New leaders may position themselves to be better bosses by reading advice, learning from experts, and having a conscious approach to the management process. Following new manager tips assists first-time bosses in making stronger first impressions and swiftly gaining the respect of subordinates and superiors. Not to add that following advice from a playbook makes the task less frightening and more gratifying from the start.

Reference

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