New Leader Success Strategies
“Leadership and learning are indispensable to each other.” —John F. Kennedy.
Career progression is coming up a lot in my discussions with executives and leaders. In today’s fast-paced professional world, there are multiple career paths an employee may encounter. The two most common are:
Vertical career growth: This involves advancing within the same field or industry by moving up the organizational hierarchy on a management track. Employees may aspire to become managers, supervisors, or executives within their current organization or industry. This path involves developing leadership, communication, and decision-making skills, as well as effectively managing teams and projects. Employees can progress from entry-level positions to mid-level roles and then to senior or leadership positions. This path typically involves gaining more responsibilities, skills, and experience in a specific area.
Horizontal career growth: This path involves transitioning to different roles, departments, or functions within the same organization. Employees may explore diverse areas of the business, seek to acquire new technical and functional skills as well as expand their knowledge base. This path can lead to a broader and more versatile skill set, which may open up opportunities for advancement in the future.
There is no one right or wrong approach. Choosing the right career path for you is crucial to your success and satisfaction. Both these trajectories have their own set of unique challenges and rewards, and they involve varying responsibilities despite some common, transferable skills. Interestingly both paths require continuous learning towards management and leadership skills.
Individual Contributors, essentially independent professionals, are self-managers handling various tasks themselves. On the other hand, Managers are long-term professionals who supervise employees and the tasks assigned to them. The key difference lies in their differing duties and leadership qualities. Unlike managers, individual contributors do not need to oversee a team, which allows them more time to perfect their skills and become experts in their field.
While an Individual Contributor would manage more hands-on tasks (such as systems administration, coding, designing, operating, etc.), Managers undertake strategic tasks like forming project teams and focusing on growth objectives. A few of the skills a new manager should work to demonstrate competencies in are:
Effective communication skills: As a new manager, it is crucial to be able to communicate clearly and effectively with your team members, peers, and upper management.
Leadership skills: Developing the ability to lead and motivate your team is essential for a new manager. These requirements include setting clear goals, providing direction, and supporting your team members to achieve their best results.
Time management skills: Being able to prioritize tasks, delegate effectively, and manage your time efficiently is key to being a successful manager.
Conflict resolution skills: Learning how to handle disagreements and conflicts within your team in a constructive manner is important for maintaining a positive work environment.
Emotional intelligence: Developing self-awareness, empathy, and the ability to manage your emotions and understand those of others is essential for building strong relationships with your team members.
Decision-making skills: The ability to make sound, timely decisions is another important skill for a new manager to develop.
Problem-solving skills: Learning how to identify and address problems effectively is crucial for a manager to be able to overcome challenges and obstacles.
Adaptability: Being able to adjust to changing circumstances and handle uncertainty is important for a new manager, as the business environment is constantly changing.
Strategic thinking: Developing the ability to think long-term and make decisions that align with the overall goals and objectives of the organization is crucial for a new manager to be successful.
Team building skills: Building a cohesive and high-performing team is essential for a new manager. Team building skills include fostering collaboration, creating a positive work culture, and developing strong relationships with team members.
Delegation: The process of assigning tasks and responsibilities to others to achieve a specific goal or outcome. It involves identifying the right people for the job, clearly communicating expectations, providing necessary resources and support, and holding team members accountable for their work. Delegation allows managers to focus on higher-level tasks, improve efficiency, empower team members, and develop their skills and abilities. Effective delegation is key to maximizing productivity and achieving objectives in a timely manner.
Developing these skills will help you, as a new manager, effectively delegate tasks and responsibilities, empower and inspire your team members, and achieve desired outcomes. Interestingly, every one of the skills listed is highly beneficial to the Individual Contributor's success as well. These are skills that are critical to any path your career takes you.
You may be thinking – where do I start?
Here are ten success strategies for developing new manager skills:
Seek feedback: Regularly seek feedback from your team members, peers, and supervisors to gain insights into your strengths and areas for improvement.
Take on new challenges: Volunteer for projects or assignments that will stretch your skills and knowledge, allowing you to develop new competencies.
Seek mentorship: Find a mentor within or outside your organization who can provide guidance, support, and advice on how to navigate the challenges of being a new manager.
Invest in training and development: Take advantage of training programs, workshops, seminars, and online courses that focus on developing leadership, communication, and other essential manager skills.
Practice mindfulness: Develop self-awareness and emotional intelligence by practicing mindfulness techniques, such as meditation and reflection, better to understand your thoughts, emotions, and behaviors.
Build relationships: Foster strong relationships with your team members, peers, and other stakeholders to create a supportive and collaborative work environment.
Embrace continuous learning: Stay curious, open-minded, and willing to learn from your experiences, mistakes, and successes as a new manager.
Set SMART goals: Establish clear, actionable, and trackable goals for your development as a new manager, and regularly review your progress to track your growth.
Develop a growth mindset: Cultivate a growth mindset, which involves viewing challenges as opportunities for learning and growth, embracing feedback as a tool for improvement, and persisting through setbacks with resilience.
Practice self-care: Manage your stress levels, prioritize your well-being, and maintain a healthy work-life balance to sustain your energy, focus, and motivation as a new manager.
That was a lot of one set! Take it all in, think about it, talk to your mentor, or reach out to me. My greatest wish for you is success! You’ve got this!
Until next week,
Mary
“Leadership and learning are indispensable to each other.” —John F. Kennedy.
Career progression is coming up a lot in my discussions with executives and leaders. In today’s fast-paced professional world, there are multiple career paths an employee may encounter. The two most common are:
Vertical career growth: This involves advancing within the same field or industry by moving up the organizational hierarchy on a management track. Employees may aspire to become managers, supervisors, or executives within their current organization or industry. This path involves developing leadership, communication, and decision-making skills, as well as effectively managing teams and projects. Employees can progress from entry-level positions to mid-level roles and then to senior or leadership positions. This path typically involves gaining more responsibilities, skills, and experience in a specific area.
Horizontal career growth: This path involves transitioning to different roles, departments, or functions within the same organization. Employees may explore diverse areas of the business, seek to acquire new technical and functional skills as well as expand their knowledge base. This path can lead to a broader and more versatile skill set, which may open up opportunities for advancement in the future.
There is no one right or wrong approach. Choosing the right career path for you is crucial to your success and satisfaction. Both these trajectories have their own set of unique challenges and rewards, and they involve varying responsibilities despite some common, transferable skills. Interestingly both paths require continuous learning towards management and leadership skills.
Individual Contributors, essentially independent professionals, are self-managers handling various tasks themselves. On the other hand, Managers are long-term professionals who supervise employees and the tasks assigned to them. The key difference lies in their differing duties and leadership qualities. Unlike managers, individual contributors do not need to oversee a team, which allows them more time to perfect their skills and become experts in their field.
While an Individual Contributor would manage more hands-on tasks (such as systems administration, coding, designing, operating, etc.), Managers undertake strategic tasks like forming project teams and focusing on growth objectives. A few of the skills a new manager should work to demonstrate competencies in are:
Effective communication skills: As a new manager, it is crucial to be able to communicate clearly and effectively with your team members, peers, and upper management.
Leadership skills: Developing the ability to lead and motivate your team is essential for a new manager. These requirements include setting clear goals, providing direction, and supporting your team members to achieve their best results.
Time management skills: Being able to prioritize tasks, delegate effectively, and manage your time efficiently is key to being a successful manager.
Conflict resolution skills: Learning how to handle disagreements and conflicts within your team in a constructive manner is important for maintaining a positive work environment.
Emotional intelligence: Developing self-awareness, empathy, and the ability to manage your emotions and understand those of others is essential for building strong relationships with your team members.
Decision-making skills: The ability to make sound, timely decisions is another important skill for a new manager to develop.
Problem-solving skills: Learning how to identify and address problems effectively is crucial for a manager to be able to overcome challenges and obstacles.
Adaptability: Being able to adjust to changing circumstances and handle uncertainty is important for a new manager, as the business environment is constantly changing.
Strategic thinking: Developing the ability to think long-term and make decisions that align with the overall goals and objectives of the organization is crucial for a new manager to be successful.
Team building skills: Building a cohesive and high-performing team is essential for a new manager. Team building skills include fostering collaboration, creating a positive work culture, and developing strong relationships with team members.
Delegation: The process of assigning tasks and responsibilities to others to achieve a specific goal or outcome. It involves identifying the right people for the job, clearly communicating expectations, providing necessary resources and support, and holding team members accountable for their work. Delegation allows managers to focus on higher-level tasks, improve efficiency, empower team members, and develop their skills and abilities. Effective delegation is key to maximizing productivity and achieving objectives in a timely manner.
Developing these skills will help you, as a new manager, effectively delegate tasks and responsibilities, empower and inspire your team members, and achieve desired outcomes. Interestingly, every one of the skills listed is highly beneficial to the Individual Contributor's success as well. These are skills that are critical to any path your career takes you.
You may be thinking – where do I start?
Here are ten success strategies for developing new manager skills:
Seek feedback: Regularly seek feedback from your team members, peers, and supervisors to gain insights into your strengths and areas for improvement.
Take on new challenges: Volunteer for projects or assignments that will stretch your skills and knowledge, allowing you to develop new competencies.
Seek mentorship: Find a mentor within or outside your organization who can provide guidance, support, and advice on how to navigate the challenges of being a new manager.
Invest in training and development: Take advantage of training programs, workshops, seminars, and online courses that focus on developing leadership, communication, and other essential manager skills.
Practice mindfulness: Develop self-awareness and emotional intelligence by practicing mindfulness techniques, such as meditation and reflection, better to understand your thoughts, emotions, and behaviors.
Build relationships: Foster strong relationships with your team members, peers, and other stakeholders to create a supportive and collaborative work environment.
Embrace continuous learning: Stay curious, open-minded, and willing to learn from your experiences, mistakes, and successes as a new manager.
Set SMART goals: Establish clear, actionable, and trackable goals for your development as a new manager, and regularly review your progress to track your growth.
Develop a growth mindset: Cultivate a growth mindset, which involves viewing challenges as opportunities for learning and growth, embracing feedback as a tool for improvement, and persisting through setbacks with resilience.
Practice self-care: Manage your stress levels, prioritize your well-being, and maintain a healthy work-life balance to sustain your energy, focus, and motivation as a new manager.
That was a lot of one set! Take it all in, think about it, talk to your mentor, or reach out to me. My greatest wish for you is success! You’ve got this!
Until next week,
Mary
