Zavahir Dastoor• FollowingCapability Development and Performance Coach/ Senior Consultant/ Leadership & Talent Development/ Strategy Execution Management/ Organizational Development & Change /HR Sustainability
1d • 1 day ago
Your transition to any leadership/managerial role is always daunting and riddled with challenges. Being a #manager is not an elevated version of your IC role. The skills/strengths that helped you excel as an individual are quite different from those needed for effective people management.
In a study of 500 new managers in the US, it was found that 43% received no leadership training. As a result, 42% of first-time managers said they developed their management style by imitating a previous manager, independent of quality or leadership training their manager received.
Whether you like it or not, your transition to management will be closely monitored & scrutinized, not just by your boss but your team as well.
While mistakes are human & part of the learning process, any first-time manager will want to lessen the number and severity of their mistakes. Fortunately, if you know what not to do, you can then monitor your own actions and behaviors to actively avoid such errors.
To help you, here are some of the most common mistakes new managers make and what to do instead.
❌DON’T LET THE AUTHORITY GO TO YOUR HEAD
✅DO SUPPORT YOUR EMPLOYEES WITH HUMILITY, TRUST AND COMPASSION
Going on a power trip is a wrong step. Strive to be a humble leader. They know that they are not the smartest in the room and need not be. Their tacit use of power draws belonging, engagement, trust, respect and support from their teams.
❌DON’T ACT LIKE A KNOW-IT-ALL
✅DO AN EGO CHECK. ADOPT A LEARNER’S MINDSET AND LEAN TOWARDS THE LEARN IT ALL ATTITUDE.
Making learning your explicit priority will keep your ego in check and make you more receptive to consuming new information. It prepares you to settle in the ‘uncomfortable zone’ and enables you to aid the transition of your people to the learning & development zone.
❌DON’T LET IMPOSTER SYNDROME HOLD YOU BACK
✅DO BELIEVE IN YOURSELF
Who you are is your personality. How much people know you is your influence. If you want to exert the right influence, you have to have confident-clarity of your persona, talent and strengths. Imposter syndrome tends to result in long-lasting effects that can ultimately limit your ability to reach your full potential as a leader. Finding a coach/mentor helps to come out and helps to unlock your potential.
❌DON’T EXPECT TO CHANGE THINGS OVERNIGHT
✅DO TAKE THE TIME TO UNDERSTAND
Many first-time managers are eager, ready to prove themselves and brimming with ideas of change. It’s a good step, but a mistake to assume those things can be implemented overnight.
Doing so can quickly cause isolation. Take the time to understand your new team, their issues, the environment they are working., asking them about their experience & really #listening to their ideas/stories can fetch great insights to drive meaningful change initiatives.
As a first-time manager you may not be immediately liked for what you do, but creating systems of #trust, #vulnerability and #care can foster great relationships.
In a study of 500 new managers in the US, it was found that 43% received no leadership training. As a result, 42% of first-time managers said they developed their management style by imitating a previous manager, independent of quality or leadership training their manager received.
Whether you like it or not, your transition to management will be closely monitored & scrutinized, not just by your boss but your team as well.
While mistakes are human & part of the learning process, any first-time manager will want to lessen the number and severity of their mistakes. Fortunately, if you know what not to do, you can then monitor your own actions and behaviors to actively avoid such errors.
To help you, here are some of the most common mistakes new managers make and what to do instead.
❌DON’T LET THE AUTHORITY GO TO YOUR HEAD
✅DO SUPPORT YOUR EMPLOYEES WITH HUMILITY, TRUST AND COMPASSION
Going on a power trip is a wrong step. Strive to be a humble leader. They know that they are not the smartest in the room and need not be. Their tacit use of power draws belonging, engagement, trust, respect and support from their teams.
❌DON’T ACT LIKE A KNOW-IT-ALL
✅DO AN EGO CHECK. ADOPT A LEARNER’S MINDSET AND LEAN TOWARDS THE LEARN IT ALL ATTITUDE.
Making learning your explicit priority will keep your ego in check and make you more receptive to consuming new information. It prepares you to settle in the ‘uncomfortable zone’ and enables you to aid the transition of your people to the learning & development zone.
❌DON’T LET IMPOSTER SYNDROME HOLD YOU BACK
✅DO BELIEVE IN YOURSELF
Who you are is your personality. How much people know you is your influence. If you want to exert the right influence, you have to have confident-clarity of your persona, talent and strengths. Imposter syndrome tends to result in long-lasting effects that can ultimately limit your ability to reach your full potential as a leader. Finding a coach/mentor helps to come out and helps to unlock your potential.
❌DON’T EXPECT TO CHANGE THINGS OVERNIGHT
✅DO TAKE THE TIME TO UNDERSTAND
Many first-time managers are eager, ready to prove themselves and brimming with ideas of change. It’s a good step, but a mistake to assume those things can be implemented overnight.
Doing so can quickly cause isolation. Take the time to understand your new team, their issues, the environment they are working., asking them about their experience & really #listening to their ideas/stories can fetch great insights to drive meaningful change initiatives.
As a first-time manager you may not be immediately liked for what you do, but creating systems of #trust, #vulnerability and #care can foster great relationships.