Starting a new job can be stressful at any level, but
when you become the new manager of an existing team it can be especially so.
Let’s face it, you are there because either a) the previous manager failed
(which means the team may be angry, frustrated or disengaged) or b) the
previous well-liked manager moved on (which means the team may be hurting and
resistant to change).
Your leadership has certain expectations about the
results they want from you, and your natural instinct is to want to quickly
establish yourself by making some tangible improvements.
STOP. LOOK.
LISTEN.
Before you start making the changes that you envisioned
or were requested of you, take some time to understand your team and how things
work now so that you can determine the best way forward. Here are some tips.
Learn about
your team and let them learn about you.
Have a one-on-one with each team member. Find out what’s working from their
perspective, and what’s not. How do they describe their role on the team? What
are their ideas for improvement? What are their expectations from you? Have a
team meeting to share about who you are, your leadership style, and your expectations;
open the floor for questions and concerns. Listen.
Understand
the company culture. No doubt you
asked about it in your interview. But give yourself some time to observe it
firsthand. Read internal communications, attend a variety of meetings, talk to
other managers. Look and listen.
Assess the
strengths and weaknesses of the team, processes, and environment. What is the basis for any “issues” you have been
chartered to fix? Are people in the right roles based on their strengths and
desires? Are the team goals SMART (Specific, Measurable, Achievable, Relevant,
Timely)? What additional resources are needed? What needs to be addressed
first? What can wait? Look and listen.
Communicate
regularly. Change is difficult. But
if people understand the “why” of change, and “how” it will make things better
in addition to the “what” will change, they are more likely to try to adapt
versus outright resist. Recognize and celebrate successful results. Share
lessons learned when things don’t go so well.
Stop. Look. Listen.
Now, go!
Lead on,
Rebecca
