The last part of the “New to Management” mini-series. This one centers on how do you go about and develop your team. Over the past three posts, we have talked about the Tuckman model and how to move through those stages of team development and monitoring performance of the team. With all of that information, you should be able to assess where your team is and where you would like to take them. So, what are you going to do? What should you do? What can you do? All great questions that you as the new manager should ask yourself, answer and review with your manager the next steps you would like to take.
What I normally do is:
- Using the survey information from the team, 360 feedback from partners and my assessment of team performance, I look for patterns. Good teamwork, solid results and those “other” opportunities. If the results are strong and the team is good – then it is simple, recognize and celebrate the successes. If there is work to be done in certain areas, then developing an action plans for the team is in order. That action plan is situational based on the data. If the soft skills of the team are lacking, than focusing on training in team-building or classes maybe in order. If the results are weak, time to really dig deep into the root causes and address. Either way – there is always room for improvement, you just have to look.
- Looking at the longer term development of the team, I usually use a SWOT analysis of the team. Looking at listing all the team’s internal strengths and weaknesses. Next up is looking at listing all of the external opportunities and threats. Building a strong team comes down to leveraging the strengths and opportunities; and minimizing the weaknesses and threats.
- Armed with the above information, I will set out my SMART goals that I want to accomplish for team development. Again, depending on the data, it is situational. What you need is to really be objective and focus on what is needed long term.
We have covered a lot of stuff over the past couple of weeks in this “New to Management” mini-series. As a new manager you are probably feeling a bit overwhelmed. All natural and I don’t know of anyone that has not had that feeling. I still get that feeling from time to time. What helps me is reviewing the basics. the mini-series. Reading the past 8 posts always helps me put stuff in perspective. Refreshing my memory as to why I do what I do or should do, gets me back on track.
You have chosen a career that I am really passionate about, managing people and teams! I have had my ups and downs, but I would not trade it for anything. This has been a life long enjoyment. At the end of the day, I get results through other people’s work and I am okay with that. Having a team that performs at a high standard is the reward! Just remember that you are now responsible for getting results done through people. Stay focused on that. Continue to learn and grow.
Hope that you have enjoyed this mini-series…