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So you\u2019ve been promoted to management. That\u2019s\u2026 kind of a big deal.<\/p>\n
You\u2019ve been doing great work. Leadership has recognized in you all the makings of an inspirational boss. In short, it\u2019s definitely time to celebrate. (We\u2019ll wait.)<\/p>\n
It\u2019s\u00a0also<\/em>\u00a0time to pick up some new skills.<\/p>\n Pro-Tip from\u00a0<\/b>The Assist<\/b><\/a>:<\/b>\u00a0If your remote team struggles with feeling connected try a tool like\u00a0Know Your Team<\/a>, which makes it easy to collect insights that create a sense of\u00a0relational closeness<\/a>.<\/p><\/blockquote>\n That\u2019s right\u2014while your existing skills earned you a promotion, you\u2019re going to need a whole new set of team\u00a0management<\/a>\u00a0and\u00a0leadership skills\u00a0if you really want to excel in your new role and inspire your direct reports to do their best work.<\/p>\n The reason is pretty simple. You\u2019ve proven you\u2019re a top performer. But now it\u2019s time to be a manager, mentor, and above all, a leader. The strategies and skills that got you this far aren\u2019t the same that will lead to success in this new role. In fact, managing a team well requires a whole\u00a0new<\/em>\u00a0set of skills.<\/p>\n Here\u2019s a checklist of team management skills for the best managers who wants to make a difference.<\/em><\/p>\n Why you need it:<\/strong>\u00a0As a manager, you\u2019re no longer responsible for only your own work; you\u2019re also responsible for helping a whole team of direct reports do their best work.<\/p>\n How to work on it:<\/strong><\/p>\n Pro-Tip:<\/strong>\u00a0If you like using digital tools to make your life easier, then employee recognition platforms like\u00a0Bonusly<\/a>\u00a0have everything you need.\u00a0Bonusly makes it incredibly fun and easy for you to recognize coworkers. (And fun + easy = a sustainable long-term recognition strategy!)<\/p>\n <\/p>\n Why you need it:<\/strong>\u00a0As employees work through their to-do lists, heads down on the day-to-day, they may lose track of the how their work impacts the bigger picture. It\u2019s a manager\u2019s responsibility to reframe the focus on longer-term objectives. They should encourage employees to do more of what they do best while also guiding them to improve on areas where they might be falling behind.<\/p>\n How to work on it:\u00a0<\/strong>To\u00a0give constructive feedback<\/a>\u00a0that leads to positive change, make your comments specific and actionable.<\/p>\n Here are a few additional rules to keep in mind as you\u00a0deliver feedback:<\/p>\n <\/p>\n Why you need it:\u00a0<\/strong>Even the best managers can\u2019t do everything themselves. Delegation is a multiplier. It enables you to expand your capabilities through your team. Plus delegating doesn\u2019t just make your life easier, it also lets employees know they have your trust.\u00a0Leaders at Fruitfull Offices use\u00a0monday.com<\/a>\u00a0to delegate and promote collaboration within\u00a0their team environment.\u00a0<\/strong><\/p>\n <\/p>\n How to work on it:\u00a0<\/strong>There\u2019s a fine line between delegating and \u201cbossing people around.\u201d Make sure you avoid that latter by providing\u00a0context and stakes<\/a>\u00a0for each task, setting\u00a0clear expectations<\/a>, and\u00a0picking the right<\/a>\u00a0employees for the right tasks.<\/p>\n \u00a0<\/strong><\/p>\n Why you need it:<\/strong>\u00a0As\u00a0part\u00a0<\/em>of a team, you might be able to avoid that one person that rubs you the wrong way. As the\u00a0manager<\/em>\u00a0of a team, you must be able to lead and inspire everyone. This presents a particular challenge when employees have personality types their managers don\u2019t typically find compatible.<\/p>\n How to work on it:<\/strong>\u00a0Hone your\u00a0emotional intelligence<\/a>, especially your empathy skills. Cultivating\u00a0empathy as a leader<\/a>\u00a0will allow you to hear your direct reports and also put yourself in their shoes. This helps you come up with the right things to say in any situation. If you want to practice more empathy, experts recommend:<\/p>\n <\/p>\n Why you need it<\/strong>: Recognizing and taking advantage of how people like to work will make your team productive\u2014far more productive than it would be if you blindly enforced a standard set of work processes.<\/p>\n How to work on it:<\/strong>\u00a0Pay attention to your employees\u2019 energy levels and moods. Which tasks make them light up? Which tasks have them yawning at their desks? Simple observation should reveal plenty of actionable patterns. If you like the idea of clean classifications, then check out\u00a0Deloitte\u2019s research on the four main business personalities<\/a>\u2014pioneers, drivers, guardians, and integrators.<\/p>\n <\/p>\n Why you need it:<\/strong>\u00a0Managers who can search and destroy team problems before they fester will find themselves overseeing productive teams.<\/p>\n How to work on it:<\/strong>\u00a0Host weekly\u00a0one-on-one meetings<\/a>\u00a0with each of your direct reports so you can hear about any problems and read clues to detect issues your employees might overlook or be reluctant to mention.<\/p>\n <\/p>\n Why you need it<\/strong>: It\u2019s every manager\u2019s worst nightmare: two or more employees who can\u2019t get anything done because they\u2019re in the midst of an ugly, emotionally draining fight.<\/p>\n How to work on it:<\/strong>\u00a0Common sense alone will not help you out of this emotionally tumultuous issue. Resolving an employee conflict takes the same delicate touch as repairing an antique clock. Here are some how-tos adapted from\u00a0Berkeley Human Resources<\/a>:<\/p>\n <\/p>\n Why you need it<\/strong>: According to\u00a0OfficeVibe<\/a>, 90% of employees say their recognition program positively impacts engagement.<\/p>\n How to work on it<\/strong>: Energize your employee recognition strategies.<\/p>\n Why you need it:\u00a0<\/strong>In the 1970s, Robert K. Greenleaf introduced the idea of servant leadership. In\u00a0his essay<\/a>, he wrote:<\/p>\n \u201cA servant-leader focuses primarily on the growth and well-being of people and the communities to which they belong. While traditional leadership generally involves the accumulation and exercise of power by one at the \u201ctop of the pyramid,\u201d servant leadership is different. The servant-leader shares power, puts the needs of others first and helps people develop and perform as highly as possible.\u201d<\/em><\/p><\/blockquote>\n The idea behind servant leadership is that managers who lead with a servant\u2019s mindset make for happier, more engaged, and more productive teams.\u00a0\u00a0<\/strong><\/p>\n How to work on it:\u00a0<\/strong>OfficeVibe asked a workplace expert what managers can do to cultivate servant leadership. Some of\u00a0his tips include<\/a>:<\/p>\n \u00a0<\/strong><\/p>\n Why you need it:\u00a0<\/strong>Teamwork makes the dream work. Teamwork has been tied to enhanced creativity and improved performance, plus employees like to be part of a team. One\u00a0Premiere Global Services, Inc. (PGI) study<\/a>\u00a0shows that 88% of millennials prefer collaboration over competition in the workplace.<\/p>\n How to work on it:\u00a0<\/strong>There are\u00a0tons of strategies\u00a0you can use to boost teamwork. Here are some of our favorite tips:<\/p>\n <\/p>\n Why you need it:<\/strong>\u00a0Employees organically come to approachable managers with questions, problems, and ideas. These managers don\u2019t need to develop reporting protocols and go on reconnaissance missions to find out what\u2019s going on with their teams.<\/p>\n<\/span>15 Good Team Management Skills for the best Managers<\/h2>\n
<\/span>1. Bringing out the best in others.<\/strong><\/h3>\n
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<\/p><\/blockquote>\n<\/span>2. Giving constructive feedback\u2014both\u00a0<\/strong>positive<\/strong><\/a>\u00a0and\u00a0<\/strong>negative<\/strong><\/a>.<\/strong><\/h3>\n
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<\/span>3. Delegating effectively.<\/strong><\/h3>\n
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<\/p>\n<\/span>4. Communicating with a variety of personality types.<\/strong><\/h3>\n
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<\/span>5. Perceiving and understanding employee work styles.<\/strong><\/h3>\n
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<\/p>\n<\/span>6. Proactively detecting and resolving problems.<\/strong><\/h3>\n
<\/span>7. Resolving disputes.<\/strong><\/h3>\n
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<\/span>8. Doling out recognition.<\/strong><\/h3>\n
<\/span>9. Serving before leading.<\/strong><\/h3>\n
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<\/span>10. Unifying teams.<\/strong><\/h3>\n
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<\/span>11. Being approachable.<\/strong><\/h3>\n
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