What are some tips for first time leadership opportunities?

8 Comments

1. Alina FloreaJune 3,2023 at 9:01PM UTC

   Amanda, while you have skill, talent, and ideas on what it means to lead, and you have seen others being in charge, you need to know and accept that KNOWING is not the same as DOING. When DOING, you will take everything of what you know and will actually apply it or not, according to your inner resilience, powers, and your need for safety.

   People search for safety first in everything they think, feel or do. Even when they lead or they manage, they will take decisions which will be impacted by the mindset they have.

   And here comes your learning curve of learning about how you behave in those moments:

   • when you will be exposed;
   • when you will have to be assertive but with empathy;
   • when you will need to keep calm and calm down others, although your previous reaction and way of responding is to search for someone else to calm you down, etc.

   As someone who passed and overcome many leadership challenges at every level, I know that being a high achiever is a blessing in disguise. There is a lot of capability and potential, still, there are so many inflated expectations about self.

   Keep your expectations realistic, after all, you are an apprentice in leadership.

   Keep your assumptions in check.

   There is no single reality, and reality will look and be perceived differently from different leadership levels.

   Redefine your measure of success, from ACHIEVED or NOT ACHIEVED to something else that is more appropriate for this stage.

   Work to upgrade all relevant relationships from this new role.

   Check always your intent to be aligned with the objectives of your project or organization.

   Give yourself time, you do not need to prove anything from the first day, nor the second and not even the third - the only thing expected from you is to show you learn in your role.

   Apply common sense with common sense, including for yourself.

   You do not need to do anything alone, no leader does it.

   You would be better off with a mentor or a coach, at least for the first year. You will get the opportunity to have someone with whom to check your ideas and many things that will feel awkward now will get normalized in coaching.

   Wish you success! (I write about this stuff on LinkedIn and on the Newsletter on my blog, if you are interested.)

2. Amanda HaasJune 5,2023 at 4:01AM UTC

   Thank you so much Alina! You have so much wisdom ,and thank you for sharing it! This is definitely a process, and knowing it’s not a day 1 kind of thing is a relief. I have searched for a mentor in other positions/employers with little luck. But I don’t need to accept that is my reality. And it is awesome to find such a great support online!

3. Clydene HorriganJune 9,2023 at 3:08AM UTC

   you can look for mentors outside your company as well

4. AnonymousJune 5,2023 at 5:30PM UTC

   You've been given the stage. Plan your steps, ask your reports what they need from you as a manager. Never go into meetings without an agenda and planned topics. Lead by example and show them your strategic approach vs just being hands-on and tactical. Don't suffer from imposter syndrome as you are thinking too much about being perfect. Will you make mistakes, yes for sure, but don't let that slow you down from taking the ring that has been offered to you. Make sure you not only manage up- understand what your manager expects, but also manage down. The best managers use their resources to deliver and thank them and reward them by taking the best care to support those who do the work. You got this sister!

5. Kristie WhiteJune 8,2023 at 1:47PM UTC

   I have been told by many people who I have supervised that I am a great boss. Here are some of my "Rules of Thumb". 1) Follow the golden rule and treat everyone as you would want to be treated. This also means not allowing behavior among your staff that you wouldn't want to experience yourself (like bullying, lying, etc.) 2) Don't make your staff choose between their family and their job. Even if you win, you lose. 3) Be clear in your instructions, provide expectations - a timeline - and a deadline. and what to do if they cannot meet the deadline. 4) Manage by results - said Peter Drucker. By clarifying the results you expect, you have clarified the behavior and performance you expect from the team. The team members are then informed on how to succeed. Then manage to that expectation.

6. Clydene HorriganJune 9,2023 at 3:18AM UTC

   When I was promoted, I had 1x1s with every team member. Before the 1x1 they answered a questionnaire where I asked many questions about the work they do, what parts they enjoyed, what parts were their least favorite. I also asked about their goals, what kind of manager they like and dislike. Then we had good conversations about it, and it really helped me know what makes them tick. It also helps me with assignments as I try to give people work they like at least 80% of the time.

   Also, try to foster positive relationships within your team. I have a kudo program where team members give kudos to each other (as do I). At the end of the year, I shared how many kudos were given out. I recognized the person who gave out the most to encourage more people to give them. I did not share who received the most.

7. Amanda HaasJune 9,2023 at 9:04PM UTC

   You make some great ideas. I was thinking about asking them what they like and are good at, since it’s all collaborative. I definitely lean into the camp/fun since we make programs for kids and teens. And I grew up in this organization, so I want to make sure I’m doing it right!

8. Sharon Miller-BassJune 13,2023 at 12:03PM UTC

   Know your employees and what motivates them. (The 1x1s suggested in another post is great start! I would suggest these continue on a regular basis. )

   Know and understand your employee's roles and responsibilities.

   Don't ever ask an employee to do something that you are unwilling to do.

   Listen, Listen, Listen

   Be caring and compassionate, but be direct when having the tough conversations

   Reward those who take a risk, not just those who bring results. Innovative ideas come from those who are willing to take a risk.

   Watch your vocabulary (foul language does not motivate) and say thank you often.

   Best of luck! The fact that you are asking for tips would suggest that you will be a great leader!