3 Things New Management Must Prioritize
New management comes with an ample dose of excitement and of fear.
Even if you’ve been coached for this role by your predecessor, suddenly it’s all on you: Success or failure. Coaching employees for greatness. Managing challenges. Preparing for the future.
Being a new manager can feel like a huge learning curve when there’s no time to be a student. What you do in those first days, months, years will shape the future of your team and your career.
Let’s explore 3 things you must prioritize as you embrace this new challenge and opportunity.
- Set Up a Strong Communication System
You may be saying, “We already have a communication system. I’ll just use that.”
But your communication system is much more than message programs.
It’s how you communicate with your team through the tools you have. It’s also the new tools that you invest in to improve that communication.
Communication is by far the most important leadership skill
you will develop in new management. And fostering this among the managers you manage is of equal importance.
Be approachable and available. Demonstrate that you’re listening. Everyone should know that you value what your team has to say.
Turn to your team for answers to problems, not the other way around.
Consistently communicate changes and challenges.
Set up meeting structures and team message boards so that your team always knows where to go for information.
Don’t be brash or hurtful because people will get defensive. But do be an open book.
Your team should feel like they can read your mind and know exactly what you expect because you always communicate it clearly with them.
Communicate the Right Amount in the Most Effective Way
Your team is busy meeting company goals. Over-explaining may seem like the way to avoid misunderstanding. But more often than not, it leads to people not fully reading memos because they’re so long.
Instead, think out your communications and effectively communicate things once. But put them in a place that is accessible for future reference.
- Foster Common Values
Whether you’re a team of 10, a department of 100 or you’re running the whole organization, people can’t work together effectively if they don’t share common values.
Create an organization of self-awareness. Be clear about goals and how each person contributes to those goals.
Fostering common values isn’t about demanding conformity. That kills creativity and growth.
Instead, it’s about respecting everyone and empowering them to always do what’s right for the customer and the organization.
- Embrace & Facilitate Evolution
If your organization isn’t evolving, it’s devolving.
It may seem okay now. Eventually, though, you’ll get to the point where you realize that the industry, the customers, and your best employees left you behind.
Instead, have a mind for innovation
and continually improve. Develop effective change management processes that reduce the strain of sudden change.
Keep your finger on the pulse
of your organization. Encourage everyone to be on the lookout for opportunities for both self-improvement and organizational improvement.
New Management, New Times
Successful organizations today don’t work from the top down. New management must recognize its role as an implementer and facilitator. But innovation and growth happen from the ground up.
Popin helps new management in large organizations utilize the strength of many to solve problems, implement solutions and grow.
To learn more, check us out