Build a team
New managers can avoid common leadership mistakes
B eing promoted into a management position is a great accomplishment, but now what? This is not the time to become complacent and lose momentum in your professional life.
A person’s growth — professional and personal — is often profoundly influenced by past bosses and mentors who provide the encouragement and trust to keep team members motivated and performing at a high level. However, managers can struggle as they move from being individual contributors to having responsibility for others’ careers.
“Typical career progression involves increasing industry knowledge and experience, and gaining greater responsibility, but people management requires other skill sets that individuals may not get exposure to as they move up the ladder,” said Ruth Veloria, executive dean for the University of Phoenix School of Business.
“Managers must understand the different roles of those on their team and can often benefit from training to develop the capabilities of all team members to achieve organizational goals and directives,” she said.
Consider the following factors when transitioning from a team-member role to a management position.
➤How success differs when individual contributors become managers
In management roles, success is no longer defined by high-performing individuals but by the commitment and accomplishments of the team.
“Sheltered employees are less likely to be motivated by their work and may feel constricted when attempting to contribute in the future,” Veloria said. “By communicating the vision, making team members part of the planning process and encouraging employee growth, managers can create a team culture that promotes high employee engagement and retention.”
➤How strong managers can delegate and promote both autonomy and teamwork for employees
If you, the manager, typically leave meetings with more to-dos than the team members, it’s time for an alternative approach. Over time, Veloria said, you may begin to realize that your team members are taking less initiative or doing less-thoughtful work. This might be a sign that they have gotten used to you doing or finalizing the work for them.
When managers don’t focus on the bigger picture and take more of a “command and control” approach, it can create a blurred vision that limits team members’ ability to see the future — and that can ultimately demotivate them.
➤Providing valid feedback, growing relationships and spurring camaraderie
Effective managers develop relationships with their team members and have a way of helping them realize their potential. Getting to know team members as people and being present in the moment are key factors in creating a culture of trust and encouragement. This can be as simple as avoiding technology or other distractions during a face-to-face meeting. ➤What to consider during the transition from team member to manager
Veloria offers the following hints to help new managers make a more effective transition from team member to team leader. • Reflect on the diverse needs and skill sets of each employee. • Take an inclusive approach to decision making and goal setting. • Delegate tasks and projects to team members. • Share how team and vision fit into a bigger picture.
If you want others to commit to your vision as a manager and leader, you have to begin with the end in mind — and don’t forget to make your team part of the process.