Some of the biggest challenges that young managers face come from the lack of training and mentoring. There simply aren’t many sources for someone starting out with his new leadership position, and it will require very different qualities than those they have been relying on before. This would be especially true for people who come from the technical disciplines like me.
The point of this series of articles is to provide people starting out with the first guidance on managing a team. It will introduce the basic concepts of management and how to handle yourself as a team lead in a bigger organization. I have collected this knowledge over the years through traditional training, being mentored by others, and through much trial and many errors. I believe both novices and people who already have some experience could benefit from it.
Following articles in this series will touch bases to give you a proper set of tools. These are some of the topics:
A proper, effective way to escalate issues
Escalations are the way in which you communicate with your managers when something unexpected happens. The proper method will guide you through explaining the issue, what damage it can bring, and suggest courses of action to prevent that damage.
How to introduce change
New situations can either bring stress and anxiety or hope and aspirations to team members. In changes that are made for the good of the team, it is crucial to get as many people as possible “on board” and to ensure they understand your vision.
How to interview and recruit
Recruiting isn’t just about the technical test. It is crucial to understand the process that starts with defining the team’s needs and ends with signing a contract. Asking the right questions, preparing for interviews and writing good requirements for open positions can really make a difference down the line.
How to plan ahead and prioritize
There are several principles and methodologies for doing this. My favorite approach will involve your team as well as you and will allow everyone to communicate on the same level. Setting your expectations properly and getting your team on the same page will reduce the amount of push-back when you ask something difficult from them and will have day-to-day assignment much more smooth and rewarding.
How to set goals for your team
Defining and setting goals can be about the basic SMART principle, but what’s also important is revisiting them and choosing what areas to set goals for. The proper goals on the right person can motivate and bring real changes to a team.
Read on the following articles already released in the series: