If you have just been promoted to a leadership or management position, congratulations! It is an exciting step in furthering your career but can undertake the new challenges that arise such as managing people, which can be a daunting task; new responsibilities and maintaining relationships with [former] peers. As well as managing your own workload, as a new manager you will now be responsible for managing the performance of others and ensuring the team’s targets are achieved; primarily about performance management. ACAS defines this as describing “the arrangements that employers use to maintain and improve the performance of their workforce so that the organisation achieves its goals”. High-performing teams deliver better, more efficient outcomes with the same resources as others to create a more productive organisation.
Management + performance = best outcomes
- Motivate staff
- Valuable contributions towards the organisation’s goals
- Develop staff
- Recognise and acknowledge the good work of employees
- Quick delivery of tasks and projects
- Spot and improve low performance
The Management Study Guide suggests that “top managers play a lead in the entire process by setting trends and their responsibility is to design policies which ensure an efficient management of performance”. Performance is an instrumental key to achieve goals and ensuring they are taken seriously. According to Forbes, management is “10% work and 90% people” (the so-called management balance). Managers are an essential part of the workplace because they drive organisation success (i.e. key in planning and decision making) and they are a representation of interests and efforts for their organisation and self-success; they look after the interest of the business and people who work within it.
There are different styles of leadership that works best for you as a manager or if you just started manging people: difficult conversations and giving feedback. Managers need to keep in mind about ‘emerging leader development’ and ‘a framework to guide their efforts’, said by Artpetty. This also included 4 pillars of emerging leaders:
- Leadership flexibility – flex approaches to fit the person, team and situation
- Strategic and critical thinking – ability to cope with complexity and ambiguity and provide direction
- Communication adaptability – succeeding based on communication
- Operational agility – generating right kind of results
By identifying your position as a new manager such as strengths, limitations and what leadership skills suit you and your team best, will enhance the theory behind high performing teams and how to utilise this to your benefit. This transition from your previous role to this one is challenging but you’ll be able to tackle key elements of line management; from goal setting to delegation. Once your set realistic goals, managed results and achieved effective delegation, you’ll know how to incorporate vision as a manager into your strategy and ensure your team achieves that vision.
Since we work in a fast pace world, emerging managers and leaders must quickly learn a new set of management skills to develop their strategies, expand their business and keep up with competition. Emerging management does not only involve leadership: communication, finance, marketing and negotiation; said by Harvard University.
Remember, effectively communicate and manage your team and realise your full potential as a manager. You can build your confidence to be able to manage and lead your team to meet collective goals and objectives.
Want to get involved in the conversation?
Can’t make the date?
If you can’t make the date of this course, we can run this course In-House at your organisation or a venue of your choice, on a date to suit you. Bringing your team together for a group training event is a great team building exercise, and we work closely with you to develop a bespoke training agenda that is completely tailored to your organisation’s requirements.
Contact our In-House training team on [email protected] or call 0800 542 9414 to find out more.