In Part 1 of our New Manager series, we focused on helpful techniques to guide you in your new role as a leader. Managing others requires strong interpersonal and communication skills, as well as problem solving and coaching abilities. It can be difficult to navigate as you are now in a situation where the people who were once your peers are now your employees. Let’s explore these skills and why they matter in your new role.
Developing strong interpersonal skills will benefit you in your career as well as your life outside of work. These are the skills that give you the ability to interact, communicate, and collaborate with different types of people to get the job done. Most people want to be understood, and as a manager you must strive to understand the thoughts and feelings being communicated to you, both verbally and non-verbally, by your employees. The ability to actively listen, while being assertive and maintaining a positive attitude will help you gain respect from your team and create a positive culture.
Communicating effectively is just as important as interpersonal skills to help you succeed in both work and life. As a manager, communicating clearly and carefully will demonstrate to your employees that they are valuable members of the team. You must be committed to mutual understanding to produce results. Be concise. Pay attention to non-verbal cues. And double check for understanding instead of assuming the message was communicated the first time around. Don’t forget to put your phone down and make eye contact. Your employees and peers deserve your respect and undivided attention just as much as you deserve theirs.
It’s no secret that at any workplace conflicts are going to arise. Everyone is not always going to agree on a solution to a problem, but as a manager, you must be able to mediate and facilitate a constructive conversation. Unresolved conflicts lead to increased turnover, lowered motivation, and a loss of productivity. It can be a challenge managing different personality types, however, the key is to make sure everyone’s needs, and interests are taken into consideration. Don’t be afraid to take time to make a decision either. Rushing to find a solution to a problem can just lead to more problems. Use time to think critically and discuss with your employees and peers. Once you arrive at a solution, make sure everyone is on board. If the decision was made with everyone’s best interests in mind, there shouldn’t be any issue of adoption.
People tend to think coaching and training are basically the same thing when in fact, they are very different. Training focuses on the skills and knowledge needed to get the job done, while coaching aims to improve performance and change behavior. Coaching sessions are most productive when conducted one-on-one, and include discussions addressing issues, roadblocks, and current challenges. Acknowledge your employee’s skills so they know their hard work is being noticed. Clarify your expectations and encourage them to come to you with questions and concerns when they feel lost or frustrated. Developing a positive coaching relationship with your employees will boost their performance and drive results within your company.
Remember that creating a positive culture and becoming a great manager do not happen overnight. Stay committed and don’t be afraid to make mistakes.
About FUEL it
We ignite organizational results with strategies, training, and performance solutions. We exist to help power the transformation that drives your company's growth and success by aligning your goals, processes, and activities to a framework that generates results. If you want to learn how to apply these leadership and management skills in your organization, contact us today. We offer a variety of custom and ready-to-use content, delivered online or through a series of facilitated workshops.