Leaders and managers should be judged on team achievements, says leadership expert and bestselling author Paul Falcone. It is leadership through, not management over, he clarifies. Following are a variety of tips for any new manager or leader. But they are great reminders for existing leaders as well. “Sink or swim” is no way to manage the people who oversee your company’s greatest asset. Help new managers gain confidence, build “managerial muscle,” and have more success sooner! TRAIN MANAGERS FOR SUCCESS!
1. Better the people under you, also known as servant leadership. These leaders do better than others. It is about fellowship and your ability to garner trust from the people you are privileged to supervise, your job is to tease ideas out of them, and they need to feel safe to make suggestions. Creativity and innovation will always come from those closest to the customer and the workflow.”
2. Employees want career and professional development. You want people coming to work who are reinventing things and making the company a better place, that’s where the coaching comes in.
3. Great leaders know how to get 110 percent out of people by fostering an emotional connection. Always remember that leadership is the greatest gift that the workplace offers because it allows you to pay it forward and create more leaders in turn. You are the guiding anchor that helps people get ahead. Striving to become someone’s “favourite boss” is a terrific way to drive employee engagement and satisfaction, as well as high performance.
4. Foster great leaders. Management is where you sit on the corporate totem pole, but leadership is a whole different thing, you never hear the term management development; you hear leadership development. Keep developing your leadership skills, along with developing the next generation of leaders to follow you. Becoming known as a great people developer is a critical skill that will help your career more than about anything else.
5. You are responsible for creating an environment where people can motivate themselves. Take a personal interest in your employees and they will feel safe enough to share ideas and contribute positively to the organization.
6. Make employees feel connected in a hybrid environment. The hybrid workplace is what is going to drive our economy. Your job as a leader is to make sure employees feel connected, despite the e-distancing they sometimes feel. Leadership communication has never been more important than it is in today’s remote hybrid world.
7. Studies show that when new managers get training, it results in better performance and lower turnover.
8. Getting promoted into a first-time supervisory role is exciting and scary. That is because new managers rarely get the training, they need to be successful.
9. Do not underestimate the power of fun. People need fun in the workplace, so be sure to work this into your culture as it fosters connectivity and collaboration among the team. This could be something as simple as everyone sharing a fun fact about themselves, but it goes a long way in fostering connections.
10. Give praise when employees do things the right way. Remember to catch people doing good and praise them publicly (and censure in private).
11. Share what everyone on the team is working on. Utilize a system where everyone on the team can see what others are working on. When this happens, people will stop pointing fingers and thinking they are the only ones doing all the heavy lifting around your office or shop floor.
Institute cross-training. Get your people cross-trained. This way, if someone gets sick, others on the team can jump in to help. Asking your team for ideas in this area is important as well and may lead to job shadowing and buddy/ambassador program suggestions.
Help make change happen. “The number one skill that companies are looking for now is change management and agility—someone who can come in and help make change happen. “Make sure you can make this happen at your company, both for your organization’s sake as well as to meet the career and professional development needs of your staff.
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