Management, Posts

6 Tips for New Managers

Becoming a manager is a stressful, yet rewarding, experience. Beginners in management often fail in their first role. This is mainly because of their misconceptions about what it means to be the boss. In this post, you will find the main misconceptions about management, reality, and tips for successful leadership. The main misconceptions of the new managers are:

  1. I can rely on the same skills that led me to the management role.
  2. Being a manager means I am more independent.
  3. Formal authority is a source of power.
  4. Results delivery requires controlling people.
  5. I must build relationships with individual subordinates.
  6. I will make sure that the operation will keep running smoothly.

1 – Be a leader. Don’t be a star.

  • Myth: I can rely on the same skills that led me to my new role.
  • Reality: The required skills to be a successful manager are completely different. You learn them mostly by experience. You need to put your emotional intelligence at work.
  • Tip: Prepare yourself for the management role before you take it. If you already are a manager, it is never too late. Learn and practice.

2 – Stay humble, you can’t do whatever you want

  • Myth: Now I can implement my brilliant plans. I can change everything.
  • Reality: You are tied with a complex chain of interactions. You discover that someone who works for you could get you fired.
  • Tip: Build your network inside the organization. Learn how to negotiate and influence. Understand the interdependencies and stay humble.

Angry boss yelling at his assistant secretary

3 – Don’t rely on your formal authority. You must earn it.

  • Myth: My position is a source of power. I am on the top of the latter.
  • Reality: You can’t be more wrong. It will surprise you that people will not give you respect and trust you for your formal authority, you need to earn it.
  • Tip: Demonstrate competence (listen more than talk), character (your willingness to do the right thing) and influence in the organization.

The more talented the subordinate, the less likely he/she is to follow orders.

4 – Don’t seek compliance. Seek commitment.

  • Myth: I must get compliance from my subordinates. I am in charge; I control.
  • Reality: More often than not, direct reports will not respond when you tell them to do something.
  • Tip: Build commitment by empowering individuals to achieve team goals. Don’t use orders.

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Management, Personal Development, Posts

The Optimal Level of Stress

Stress is the response of your body to challenge. Your level of stress predicts your performance in your job and your relationships. On the one hand, high levels of stress would cause strong anxiety, exhaustion, and impaired performance. On the other hand, low levels of stress would result in boredom, inactivity, and disengagement.

You need an optimal amount of stress to perform at your best. In psychology, this is known as the Yerkes–Dodson law, depicted in the figure below.

The Optimal Level of Stress

If you are a manager or a leader, make sure that your people are experiencing the optimal level of stress to stay engaged, motivated and at their best performance.

Personal Development, Posts, Quotes

Anybody can become angry — that is easy, but to be angry with the right person and to the right degree and at the right time and for the right purpose, and in the right way — that is not within everybody’s power and is not easy.

Aristotle