Author: WeSpeak Global
Your first time as a manager is a learning experience as much as anything else and what is the best way to build trust? How do you lead your team well? Who should you hire? Where do you draw the boundaries with former colleagues who are now direct-reports? WHAT’S THE BEST WAY TO BUILD TRUST? […]
Your first time as a manager is a learning experience as much as anything else and what is the best way to build trust?
How do you lead your team well?
Who should you hire?
Where do you draw the boundaries with former colleagues who are now direct-reports?
A: You have to set the tone yourself for the environment and how you want people to work. Lead by example. People learn through your actions what you prioritize—for better or worse! I’ve always believed that a boss has to work harder than everyone else around them. Most importantly, a great leader inspires those around them to achieve their fullest potential.
A: Forgetting that being an effective manager means that you’re dealing with overseeing people—not things. I know a lot of really intelligent people who are terrible managers. Once you alienate your team it’s hard to win back their admiration, loyalty and respect.
A: Be authentic. People have to feel like you care about them—and they won’t feel that way unless you actually care about them. To engender goodwill and loyalty, you need to be positive and highly competent.
A: You have to be humble. Realize that you’re dealing with people who may have ego issues of their own (even if they’re not voicing them) in terms of having a boss who’s younger than they are. It’s very important that you’re deferential in the sense that you acknowledge their expertise and see the added value of the contribution they make to the team. That said, it’s a fine balance. You can’t equivocate. I’m a big believer of asking a lot of questions—for the purpose of gathering information and demonstrating your interest in the opinion of others—but at the end of the day, it has to be your call. You need to have the confidence to make decisions without the safety net of unanimous consent.
A: You want the person working for you to know that you legitimately care for them and support them—in life, as well as in the office. But you do need to have boundaries. You don’t want to make people uncomfortable by being too personal. Your direct reports shouldn’t have to worry about spending their off-time entertaining you after work.
A: If you can do something better yourself and it’s important to the business—do it yourself. Likewise, you shouldn’t be doing anything that somebody else could do better than you or that isn’t highly valuable to the business. It’s hard (I have occasional micro-manager tendencies myself!), but in order to scale, you need to make very smart decisions about how your time is best spent.
A: Reference checks are essential. I will contact up to five or six people per hire. I make it very clear at the beginning of the interview process that I expect them to provide references to all past employers and that I intend to call each of them. I’m always weary of someone who can only provide a couple of former bosses. If you are a great employee, former employers should be thrilled to give you a good reference and help you advance in your career. Ask direct questions about strengths and weaknesses to help you understand how best to manage your new hire when he or she does join the team.
A: Build a team that supports your strengths and covers for your areas of weakness. It’s important to self-assess. Say, “Here are the areas where I’m strong and I’m going to focus the majority of my energy on making them better. I am not replicable in these specific arenas.” The areas where you’re weak, those skills are what you need to look for when you hire. It’s not a cop-out—you still need to possess a certain level of proficiency. If you’re not good with numbers, you can hire a great CFO, but you need to know enough to effectively manage her. If she’s not doing a good job, you have to be smart enough to realize it. Thinking about building a team to supplement your strengths and weaknesses is a good place to start.
Contact Us at WeSpeak Global and follow us on Twitter
The articles, video and images embedded on these pages are from various speakers and talent.
These remain the property of its owner and are not affiliated with or endorsed by WeSpeak Global.
There are several reasons why individuals or organizations might choose to use a Speaker Bureau instead of booking keynote speakers directly. Here are a few key advantages of working with a Speaker Bureau: Extensive Speaker Network: Speaker Bureau typically have a broad network of speakers, including industry experts, thought leaders, celebrities, and motivational speakers. They […]
Emotions That Could Be Stopping You From Living Your Dreams and Hurtful memories can stifle your development and growth. How do we break through this insidious mental conditioning? How do we grow and develop beyond hurtful episodes that bury themselves in our subconscious and influence our lives? Do we change and grow so that we […]
Building brands takes time. Be patient. Branding is an overused, misused and even abused management term. People think brand is a quick design fix for many management ills. It’s not. Building a brand takes time to root and enact change. The reason being, brands can influence our emotion and behaviour and that doesn’t happen overnight. […]
Are you guilty of multi-tasking during meetings? Unfortunately, being present during meetings, especially present-day Impactful Virtual Meeting, is so rare, I wish I could bottle and sell it. Here’s a few facts you can toss around the tele-conferencing office (Source: Prezi State of Attention Research): In any online meeting about 95 percent of the audience is probably multi-tasking. […]
How many times have you written off an entire company based on your interactions with ONE employee? Don’t make the choice Xfinity made… A few weeks ago I got a call out of the blue that left me so shocked I have to share the story. Let’s get into it… We’ve all been […]
I first met Julie Faupel during a week-long personal growth retreat and learnt how to get Closer to Your Customer. The retreat required a total digital detox and abstinence of any conversation related to career, work or business. Julie and I became fast friends and for me personally, the retreat experience was transformational. Fortunately, the […]
When I was in high school i realized Leaders You Dont Need To Have All The Answers, there was a teacher that had a brilliant line when he was asked a question that he didn’t know the answer to in the moment. He would state: “That is beyond the scope of this course,” with a […]
This week in my 3 minute leadership roles with Jones Zone, I talk about the importance in finding balance between Humility and Ambition. Why You Need To Be More Humbitious In Your Approach To Leadership Contact Us at WeSpeak Global and follow us on Twitter
No results available
ResetOur Mission
© All rights reserved 2024. Created using VOXEL THEME
1902 Wright Place, Carlsbad, CA, 92008