Hi, I’m Nicola from The People Mentor. In today’s podcast, I want to discuss what a new manager needs to know to lead a team to success. 

So you’ve gained promotion to management! 

It’s a big step forward in your career and comes with many exciting new challenges. Leading a team to success requires a different skill set than working as an individual contributor. That’s why I’ve compiled a list of 10 tips for new managers to help you get started on the right foot. 

As a new manager, you must understand how to lead your team to success. This will help you meet your goals, succeed in your role, and contribute to the growth and development of your team members. Effective leadership has a far-reaching impact on the immediate team and the overall organisation and its success.

Read on for some valuable insights:

1. Embrace your role as a leader. You are now responsible for guiding and motivating your team, so be confident and lead by example. Something often missed by managers is encouraging leadership from their team, too.  Getting them to feel confident and able to make decisions means that when you are absent, the team will still run efficiently, and the work doesn’t stop. On one occasion, I was sick for a month after an operation, and the team sent me pictures of Basil Brush sitting in my seat.  They had stretching targets, and when I returned, they had achieved them all.  A sign you’ve done your job well. 

2. Communicate effectively.

Ensure that you are clear and concise when communicating with your team. Regular check-ins and team meetings can help keep everyone on the same page.

If you want to read more on communication, then this blog will help you –  https://thepeoplementor.co.uk/how-to-develop-powerful-leadership-communication-skills-to-help-at-any-time/

Learn from what your team tell you. 

I always remember a manager struggling to get her message across. The team kept checking in throughout the day because they didn’t understand what they were being told. I suggested to the manager that she consider asking the team how they would do the task to get them to think it through. 

3. Set clear goals and expectations.

Your team needs to know what is expected of them to meet those expectations. This will also give them a purpose and motivate them. There is nothing worse than floundering when you don’t know what you have to achieve. 

I’ve been there, and it leaves you demoralised. 

And remember, when people don’t achieve their goals, be curious and drill down to find out why. 

Remember not to make it accusatory and to show your curiosity. I’ve often drilled down to find that a fault in the process was out of the person’s control. 

4. Build strong relationships with your team.

Get to know your team members individually, understand their strengths and weaknesses, and work together to build trust.

The more you contribute to building relationships, the more you will gain from team members going the extra mile to reduce conflict.

And don’t forget to build in some fun. 

Remember, we are all different, so when you know your team, you will know what they like and don’t like.  Checking in regularly on 1-2-1s helps them open up and stops assumptions from your side. 

5. Be a good listener.

Encourage open and honest communication, and be available to your team when they need you.

Working virtually, encourage messaging and picking the phone up to talk to one another. 

Stand in their shoes and think about what you would like to be heard and get support. 

I used to love it when I had team members buddied up working on tasks, and they would check in with each other and give each other the support they needed. 

6. Provide constructive feedback. Regularly provide feedback to your team members, and keep it constructive to help them grow and improve. And encourage feedback from your team to help you develop.

In 1-2-1s, ask open-ended questions and be curious. Their views are important, and if you are not listening to them, it can cause disruption and drain your life. I can remember being told I sent too many emails, so I started picking up the phone more. 

7. Delegate effectively.

Trust your team members to take on tasks and responsibilities and support when needed. Read more on delegation here – https://thepeoplementor.co.uk/the-art-of-delegation-for-small-business-owners/

8. Foster a positive work environment.

Create a culture of collaboration, inclusiveness, and respect to ensure your team is motivated and engaged.

This goes back to listening and asking your team their views.  It means solving problems with their help and tackling them as they rear their heads.  

It means empowering your team to make decisions, so using a coaching method works best to get them to think independently. 

What is crucial here is to understand what stage your team are at – are they new to the role and need clear direction or are they experienced and coaching will help them grow. 

9. Be adaptable.

Be willing to adjust your approach based on your team’s needs and the situation at hand. Show vulnerability because then people will warm to you. Know that sometimes you will get it wrong, but know that it is okay to admit this and say sorry.

It goes a long way to building trust. 

10. Continuously learn and grow.

Keep up with industry trends and developments, and seek out new ways to improve your leadership skills.

Shadow other managers, go networking and look for opportunities to expand your knowledge. 

Read blogs, watch videos and look for bitesize courses that expand your thinking. 

It’s important to note that in addition to the practical skills of management, kindness, compassion, and empathy are critical elements of effective management.

You build trust and create a positive work environment by showing empathy and understanding towards your team members.

When your team feels valued and supported, they are more likely to be motivated and engaged, which leads to improved job satisfaction and higher retention rates.

Sometimes, people may say you are too kind, but let’s be honest: There is no such thing.

What matters is that you retain your kindness and have set clear boundaries and expectations. 

Effective management outcomes are numerous and include a strong, cohesive team that can meet and exceed expectations, a culture of trust and respect, and a high level of employee engagement.

Your team members will feel valued and supported and more likely to put their best efforts into work daily. Ultimately, this will lead to a more prosperous, profitable, and sustainable organisation.

In return, you will feel supported and able to develop your career confidently and be in control. 

Work to implement these tips; you will find work less draining and more rewarding. 

So, if you want to be a successful manager and lead your team to greatness, take advantage of the resources available, including my Manager’s Academy and the journal “How to Make Difficult Conversations Easier in the Workplace:. With the right training and support, you’ll be well on your way to leading your team to success!”

That’s all for today’s podcast; I hope it’s given you some food for thought. 

Until next time, this is The People Mentor signing off. 

And don’t forget to sign up for our Manager’s Academy for even more guidance and support.