If you've advanced in your career to management for the first time, you're probably thrilled about your new role, ready to lead, and more than likely planning how to spend your first check with the pay increase.
However, if you're like most, on the opposite spectrum, you also feel anxious. While advancing to management is a huge feat, it's also the beginning of a journey of challenges. Not sure where to begin? Get off on the right path with these steps for a smooth transition.
1. Seek Knowlege
Firstly, learn everything you can, trust me. Make it your mission to expand your consciousness; this is a solid foundation for success as a new manager. As you seek knowledge, explore resources, training, and management tools your company offers. Before I applied for my first management role, I spoke to existing and new managers, read leadership books, reviewed performance reviews and goals.
2. Find a Mentor
All too often, as a new manager, you'll face many challenges and unique responsibilities to which there is no manual. How do you coach an underperforming team member? Or a go-getter who you'd love to promote but can't because of sales ethical concerns?
The fantastic news is, someone else has probably experienced something similar. So, find a mentor. Someone who you can confidently trust to discuss issues as they occur or arise. In most cases, it may not be your boss. However, find someone who can support you and serve in this capacity.
3. Listen, then Learn
When I first became a manager, I wanted to make bold changes quickly to demonstrate that I was in charge. And as a result, my team was dis-engaged and dis-jointed. Instead, resist this urge, establish plenty of time to understand your team and organization fully. Implement weekly individual and team meetings with each of your associates in understanding roles. Ask questions about what inspires them in their position and outside of work, the challenges they face in their role, and ideas on how you can support them.
Undeniably, you will not please everyone; however—asking for their input goes a long way toward building positive relationships, effective communication, and meaningful dialogue. Gaining clarity to what people's hang-ups, challenges, and goals can help them engage at a higher level will only serve to help you.
Additionally, convey to them that you are open to listening on an ongoing basis. Whether you choose to have an open-door policy or scheduled check-ins each day, make sure your associates know how and when to reach out to you.
4. Confront Relationship Shifts
One of the biggest mistakes I made as a new manager was not addressing the relationship shift with my former peers due to my promotion. When faced with managing former peers, I had to find the "very precarious harmony" between remaining "collaborative" and having a "level of authority" over them.
As a new leader, you don't have to unfriend your former peers. Instead, try initiating a conversation with, "You know that I value our relationship, however as a manager, I intend to make sure that everyone on the team is equally treated fairly and consistently, so our work relationship dynamic is going to change.
The key to building communication and trust among team members and adjust to the new power dynamic is to stay—authentic. It is essential to remain calm and natural in your new role. You'd be pleasantly surprised how quickly team members will support you and acclimate to the adjustment.
In all, management and leadership is an ongoing learning experience, and more than likely, it's not going to be easy. However, by implementing these simple tips, you'll be off to a great start.