A Manager’s Playbook on How to Effectively Manage a Team
- September 2, 2022
- Posted by: Chukwuyem Mokwunye
- Categories: Employee Management, For Employees, For Employers, General, Learning and Development
As a new manager in your company or in a different company, you should come up with a plan for how to manage a team that will help you be successful.
No one expects you to just walk in and hope for the same success you had before. Instead, you should learn how to lead a group of people well. This is a new group with new goals and ways of working. So, if you want to do well as a new manager, you must be able to change.
At Proten International, we recommend that you do a little bit of work to get ready before your first day.
Don’t allow yourself to get overburdened or let your inner critic get in the way. Successful managers are expected to possess a wide range of information, abilities, and expectations.
Keep in mind that you were chosen for this position because other people believed in you. As a new leader, you must now demonstrate your ability to successfully manage a team.
During training by Proten International, we suggest that you start with the basics and work your way up from there. Your skills and knowledge will improve greatly as time goes on.
How to manage a team effectively as a manager?
1. Share a vision with your team.
First, the secret to productivity and agreement as a new manager is having a vision. It’s challenging to board the train if you don’t know where you’re going.
Group brainstorming may help you get started and clarify your concept. It’s a terrific approach to incorporate everyone and show their personalities and preferences. Once a vision is established, use it to guide the direction and evaluate output and performance.
Team members are more likely to take responsibility and listen to constructive feedback if they have a say in the vision and how to carry it out. Don’t lose sight of the fact that your success depends on theirs. By making the vision, they decided how to judge it. It is easier to make a budget, do an evaluation, and make a decision.
2. Recognize the Differences
Second, leadership and management are two distinct jobs. Simply said, a leader pushes a vision while a manager manages operations, projects, and people. Supervisory personnel often miss the words and concentrate on their strongest suit. Unfortunately, your staff may get frustrated and disengaged as a result.
Having a manager who is very focused on tasks is the best way to get teams to work toward their goals and keep projects and processes moving forward. Effective leadership, on the other hand, has a lot to do with people. For example, you need to know how your team members work best and create an environment that encourages them to do great work.
Should you, therefore, prioritize management or leadership? Since you have a chance to succeed at both, you should. Setting them up for success and motivating them to follow your example are essential skills for new managers who are learning how to manage a team successfully.
3. Be Willing to Hear
Furthermore, when I was promoted to the position of team lead at the place I formerly worked, I had an older colleague who wanted to be heard and was actually giving me a tough period.
Nonetheless, my plan was to ask my boss to talk about the personalities of the people on my team. I wrote down everything he said and then realized that they all want to talk and I have to listen.
Keep an open mind if a team member approaches you with an issue. Yes, you have a strategy and an agenda for where you are headed as a group, but their worries and suggestions are priceless and might be the key to improving results and directions.
4. Improve Your Management Skills
You may successfully manage a team as a new manager by coordinating, organizing, planning, prioritizing, and delegating, to name just a few strategies.
These are practical, quantifiable, and easy-to-use skills. The best managers know that strengthening their interpersonal and behavioral skills will lead to long-term success for themselves and their team, and will help their team members grow professionally.
Start by talking about expectations for emotional intelligence and cultural sensitivity and learning how to handle conflicts and crises before they happen. You must contribute, too. By giving yourself high goals, you can show your coworkers that you care about your personal and professional growth.
5. Make yourself successful
Before you join a new team, make sure you’re ready to do well. Plan how you’ll show how you lead, how the team works, and how you work. Also, be consistent with your natural style so your team can get used to it, but change how you lead based on the situation and how your team works.
Be clear about what you want and how you like to work. When do they happen? Open-door policy? What’s your favorite channel, pace, and one-on-one schedule? Set expectations and ways of working right away.
Being ready and talking about how to work well together builds openness, which your team members need to feel comfortable with you as their boss. When you explain your success goal and talk about a pivot, you build trust and get more done.
6. Don’t be afraid to make challenging choices
Your inherited team may not fit your management style or function properly. You would have to fire, move, or move down team members. First, get to know them, find out what they can do, and judge how well they are doing. Give them time to get used to you being their boss and to take the initiative and help out. If they don’t, you might have to fire them or put them on a PIP list (performance improvement plan).
Never avoid uncomfortable conversations. Tell them if they won’t fit in or if their behavior or performance is getting in the way of work. Making hard decisions early on will help you stay committed to getting things done and improve the performance of your team.
7. Make use of everyone’s assets.
Next, if you know what your team’s strengths are, use them. As a new boss, you need to get your workers interested in their jobs. When people work together and use their skills, everyone does well.
It’s a big mistake to tell people to take advantage of their weaknesses. It will cause irritation, boredom, and wear and tear. When you use their skills, they’ll grow and get better. Everyone will benefit from what they know.
Use your abilities even if you can’t do what you love all day. Your team should too.
8. Foster Open Communication to Increase Trust
Finally, share your enthusiasm and background with coworkers. Everyone should chip in. Building trust is key to creating a cohesive, productive team.
Communication, transparency, and trust are needed for management change success. Consider how this adjustment affects them from their perspective. How can you boost their trust and ease this process? What makes a new manager successful? How to maximize them?
You may sometimes be able to find the solutions you need by asking these questions.
Too many managers take their success for granted, they don’t pay attention to warning signs, don’t like being open, and avoid leadership at all costs. As a new manager don’t get caught in that. Instead, make a promise to yourself to take action and reach your personal goals. You will be efficient and successful if you start with a plan and include your team in making a vision and setting goals.
Successful team management is not difficult to learn as a new manager. However, you must take your responsibilities as a manager seriously.
Also, as a new manager, you should avoid over-delegation. In this case, your teammates should see you lead and then they automatically follow.
Lastly, great managers understand the value of strengthening both their managing abilities and their leadership presence.