Or you may be relieved of those perks and sent right back down to where you were with only a “failed supervisor” on your resume. Make no mistake, the responsibility factor is great, so heed these timeless management lessons for your future career path.
- Don’t be afraid.
While most lessons start with the adage of “Don’t let this position go to your head!” bear in mind that a lot of new managers actually have the opposite problem. They are so “honored” by the promotion that they are afraid to actually act like a leader around employees who were formerly their equals. It’s your job to lead and to provide direction to employees, along with feedback, resolving problems and addressing performance. If you’re so friendly that you don’t lead, you will get no respect from anyone.
- Discuss your superior’s expectation.
This bears repeating even though it should be a given. A new boss will let you know exactly what you should be doing and what you’re expected to do, in terms of leadership and ensuring minimum results. If you have any questions then ask them before starting, rather than assuming anything or waiting until the project is halfway through the deadline date. Focus on learning goals, decisions that you have to make, and how your boss personally sees the situation unfolding, which can be helpful beyond timeless lessons.
- Learn from your past managers – both mistakes and skills.
Whether you remember the former boss at your company or if you’re drawing from memory to all the bosses you’ve ever had, chances are, you’ve learned quite a bit from their examples. You’ve also seen them do things right and do things wrong. Use what you personally know worked and avoid the mistakes that compromised performance. Remember to always put yourself in the employee’s shoes, just as your former boss once did for you.
- Don’t expect a total conformity.
Perhaps the most common mistake new managers make is failing to understand that with a large staff comes many individual differences. Demanding that they all conform to one employee personality is impossible. Universal protocol and ethics yes, but personality, no. Among your employees will be many styles of working, communicating and making decisions. What matters ultimately is the results, not that everyone conform perfectly to one path you create.
- Talk to your former colleagues about the change.
While many new managers may want to stay strong and silent, a smart manager realizes the value in transparency. Says a spokesperson for skills training company, CRM Learning, “Discussing your new role really breaks the ice. Everyone’s thinking about your promotion. So acknowledge the adjustment that must happen and talk about goals for the company. Help everyone unite. Be honest and upfront about the change rather than giving them ammunition by being distant. This should be a time to answer any questions or concerns they may have.”
Indeed, good managerial style is good leadership. The responsibility is greater but the rewards are even more personally and professionally rewarding.
