How to take the first step as a chief manager in your own department?

Oct 16, 2017

From time to time, leaders and supervisors change jobs and companies strive to attract new employees for new methods and strategies of management.

Such changes are quite predictable and have three main scenarios:

  • • A new leader and the previous team,
  • • A new leader and a new team,
  • • A prosperous employee becomes the leader.

The first and third scenarios are more often to happen due to certain circumstances. We’ll discuss all the cases to highlight the events that would help optimize the case of such career advancement.

  1. A new leader and the previous team

This is a frequent case caused by the need of “fresh” decision-making skills to promote the company in the market. The main thing the new leader should remember is not to make a real mess of things at the first stage of work.

To avoid these complications, the candidate should size up the situation and get to know every teammate in person. It will help understand the team’s motivation and “inward”, to find out the key team players, and to know better the people.

Employees always beware of uncertainty if a new boss appears. So the main goal is to provide the team with more concrete details of your future strategy and articulate expectations from each team member.

Forget about authoritative management as it can block activities at your department. You should suppress the statements like “we’ve always done it this way” as it reflects the team’s intention to arrange your work according to their comfort.

This situation requires the management to be open-minded to help the personnel grow or understand that “weak links” get nothing.

  1. A new lead and team

This situation is relevant for new departments, new companies or organizations. There’s a very fine line in growing as a new leader or a new team.

There are a few things that should be considered in a new team, such as no eternal history, which can cause some difficulties in establishing new relationship. It’s ideal for the owner to find an appropriate supervisor and set requirements to find the team to fit. The level of loyalty and involvement will be reflected through this activity.

But the most important thing the leader should undertake to build a team is to have a precise vision of team’s communication. That is to understand the difference in behavior in employees’ perception and as colleagues.

  1. A prosperous employee becomes a leader

It’s a very good and appropriate decision to appoint an outstanding employee to a supreme post. First of all, it motivates both the new leader and the company’s personnel through the example of such career advancement. Secondly, this is the result of the HR technique -“a candidate pool”. Further more, it increases the level of loyalty and involvement into the personnel process.

In the current situation, the new leader should curb enthusiasm as he/she’s challenged to supervise yesterday’s colleagues. A lot of things don’t depend just on the new leader but also on chief executive board. This personnel replacement should be presented to the team in the right way, to explain that their colleague has real skills in management.

As a corporate wisdom says, “There’s no better way to lose a great expert than to assign him to a managing post.”

The manager who has grown from an ordinary employee within a team should remember:

  • • No authoritative style of management to use;
  • • No previous offence or envy to remember;

You are the team – this fact is the most important.

Authoritative style is needed in some critical cases when nobody wants to undertake responsibilities and to work for the sake of result. If such a leader starts playing boss and sets orders, it will not take long for the team to come into adversarial relationship with him/her.

The best way to solve the issue is to start smoothly with precise comprehension of 6 management styles (directive, authoritative, affiliative, pacesetting, coaching, and participative) and to know when they match. After a while, you work out your personal approach to manage the team. Remember, nobody starts the career being on a top post, everybody used to have bosses. The new post shouldn’t oppose you to your teammates.

There is an opinion that people can be either performers or managers, not everybody can become a good performer and to manage people is the true art.

We wish you all career advancement and prospects!

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