CHARACTERISTICS OF A GOOD LEADER: TIPS FOR A NEW MANAGER

Even if you feel capable of handling your new duties, taking on a leadership role for the first time might be intimidating. It might be stressful to shift from concentrating exclusively on the quality of your own work to managing the production of a full staff. But successfully managing your team and achieving success may be quite satisfying.

It can be challenging to navigate the relationship between a new manager and their team. It involves more than just telling everyone what to do; in fact, that style of management is strongly discouraged. We'll discuss what makes managers truly effective leaders as well as certain actions to steer clear of if you want to succeed as a manager.

 

What are the ideal characteristics of a good new manager?

We'll discuss the four key qualities of effective managers and provide guidance from seasoned influencers on how to apply these qualities to your leadership style.

1. Effective managers work together.

A vital first step for a new manager is to foster a collaborative atmosphere where everyone feels heard, respected, and valued. A cohesive group fosters a friendly, encouraging culture. By establishing the tone for workplace ethics, you may promote collaboration as a manager. Task delegation, encouraging communication and feedback through regular one-on-one meetings, and emphasizing reciprocal trust among the team are some suggestions for fostering a collaborative work atmosphere.

2. Supportive managers are growth oriented.

Effective leaders should concentrate on fostering both individual and group growth among their staff. Get to know your employees on a personal level so you can assist them in utilizing their talents. Determine what works and what doesn't and give removing barriers from the way of your employees' greatest performance a high priority.

A new manager has a development objective that has nothing to do with the company. Have one objective that isn't related to a business outcome and is focused on the growth of one or more team members. Learning a new language or gaining confidence in public speaking are two examples of this.

3. Excellent managers know how to communicate.

Clear communication is an essential quality for supervisors because it is the driving force behind almost everything people do. You should be honest about significant issues, set clear expectations for your staff, and establish procedures for providing and receiving feedback.

Managers must cultivate a varied and inclusive workplace atmosphere where everyone may express their worries, thoughts, and ideas. Leading by example—asking for assistance or admitting you don't grasp something in front of your staff—can help to foster authenticity and vulnerability. An excellent new manager conveys how they are addressing difficulties while also being aware of their own strengths and flaws.

4. Good managers motivate their employees to improve.

Employees can be motivated by incentives other than money. Every employee wants to feel appreciated. They won't be driven if they don't think their effort is in some way changing the world.

Take some time to get to know each team member's skills and where they need extra help. Make use of assignments to help you and your team learn. Then, lend a hand where it's needed and lean as hard as you can when you can. When you advance in your position, it's best to learn with your team. Your team will be motivated to perform better in their own roles as they see you working hard to improve.

Related Topic: 5 MISTAKES TO AVOID AS A FIRST TIME MANAGER

Bad leadership habits every new manager should avoid

As they take on their new responsibilities, new managers frequently develop poor leadership practices. The following list of six leadership flaws must be avoided at all costs:

•   Giving solely negative input: Supervisors may make the mistake of giving feedback only when problems or performance reviews emerge. The professional development of an employee depends on feedback. Feedback, however, goes beyond only criticism to include compliments for certain tasks. Employees may feel disheartened and lose interest in their work if they receive a constant stream of negative comments.

• Micromanaging staff: While you must monitor the progress of your team and assist workers in overcoming obstacles, you shouldn't strive to exert total control. It's crucial to respect everyone's working preferences and have faith in your team to finish assignments as a whole. As your employees adjust, forcing them to complete activities against their usual workflow can result in a significant loss of productivity. As a new manager, give your workers some leeway for innovation as long as the ultimate result remains the same.

• Not requesting feedback: Weak managers hardly ever ask for or respond to queries, comments, or concerns. Team members should be given the opportunity to speak freely and ask any questions or raise any issues with the manager. This will frequently resolve misconceptions and foster a more cooperative environment. Remember that if one team member has a question, others might also seek advice.

• Shutting themselves off from new ideas: Managers with narrow minds won't be open to fresh ideas or criticism. They turn into a barrier that prevents the team from giving its best effort. Each team member brings a distinct viewpoint to the creative process and is well qualified to spot workflow inefficiencies. As a new manager use the ideas of your team and their views to bring about constructive change.

• Avoiding difficult conversations: An effective new manager must face up to difficult circumstances that impair the team's productivity. Ignoring these circumstances allows the issue to worsen and may result in much lower employee engagement.

• Not setting clear expectations: Poor new managers frequently establish expectations that are either high or too low and are confused about the team's goals. Instead, managers should set project expectations before getting started to ensure that their team is aware of the intended outcome. Setting expectations too low might result in the overall performance falling short of important standards, while setting expectations too high can make goals appear unachievable.

        For more information Please Contact Us: 

Email: contact@strengthscape.com

Phone.no: +91 97 40 001 600

Website:  https://strengthscape.com/