Related Posts
Hi Folks - can someone help with the hierarchical structure as per bands in persistent?
Like what is 7.x, 9.x and 11.x ? Is there anything above 11? I m about to receive an offer and would like to negotiate it properly !
My skill set- Microsoft Azure.
YOE- 12
MBA from ISB Persistent Systems Limited
More Posts
Mentor
Opinions on srategy team at Sapient?
Conversation Starter
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
Make sure you don’t partake in any office gossip. If you want people to trust you, they have to see that you won’t talk about others behind their back. It also might be a good idea to have a private conversation with everyone that reports to you to let them know you will be running things differently. Let them know it is your job to support them and you will handle any issues discretely.
Thank you!
Take some people leadership trainings for soft skills. LinkedIn learning has good ones. Congrats on the new role. They wouldn’t have offered it without seeing something in you.
I look into it. Never knew LinkedIn had a learning center
That first management role can be tough, and It's really awesome that you're seeking advice early. My top 3 tips:
1) Read and re-read Crucial Conversations
2) Ask work to help you pay for an external coach. If they won't, invest in one yourself. Choose a coach that you feel good and safe talking with.
3) You're not a friend and remember that what makes people like a manager is different from what makes them like a friend. Make a list of things you've appreciated from past managers and what you want in a manager and aim to emulate those qualities.
I'll try to not make any friends with my team. I'm also new to the area but I'll try socializing outside of the workplace. Thank you
I was in your spot around the same age. Feel free to DM.
Since you are new to everything, spend time listening to the people working for you. Ask them for input and see where you can incorporate.
It’s not so much that you will be pleasing people as learning from their experiences.
They know why it’s toxic and some one in your area might have some good ideas to try. (Not all of them will be good and not all of the ideas will be possible)
Basically don’t come in and slap your (or your boss’) solution on like a bandaid. This usually doesn’t address the real issue.
In listening and having those crucial conversations, you’ll find that you’ll have quick wins and some things will take more time to implement.
Don’t be surprised if they don’t talk right away.
Environments like this remind me that anyone who stands out usually gets beaten down. It might take time to regain that trust.
There is great advice here. I agree do not partake in any gossip! Because if you're talking to one, they can only assume you're talking to everyone, and you lose credibility and respect.
I also agree that they wouldn't have given you the opportunity if they didn't believe you could do it. Hold your head up and do your best. Take mistakes as a learning opportunity for next time. Best of luck!!!
I'll try my hardest not to partake in any! This is also a very small team I'm starting out with so I have to make sure to not get involved in gossip.
Do you have a couple examples of what you are defining as toxic? It may make it easier to provide advice.
I know I said listen to folks in an earlier chat but if there are gaps in safety/security/mental health at your location - start taking measures to close those gaps.
Definitely implement any OSHA regulations that aren’t being followed. And anything else that is a major safety/security concern.
You may want to look into getting a mentor. This can be inside or outside of your company, but it does need to be somebody you look at and respect, someone who has good communication, skills, and someone who gets the results that you’re looking to get.
In my early leadership days by surrounding myself with the best people that I could, since I had no experience, of course they had more experience than me,some of them decades worth. It would also be helpful to find out from your team what they need from you. And don’t forget that list because people understand when they’ve been given an opportunity for input and then nothing is done on that input. Best of luck!
I would agree with the mentorship and take it one step further - you might want to consider getting a mental health counselor (talk space for example). If this place is truly toxic and you are being a game changer, setting up a mental health plan now will save you some grief later.
I'm worried I'm not doing enough or not qualified enough for this position with lack of experience. I am trying my hardest to make this place toxic free and make sure people feel like they can rely and talk to me while also trying to manage the hospital and team to make sure everything runs efficiently and to get revenue up there. Any advice???
Thank you!! I'll look it up!
I second what others have said, but want to add: if you will be managing people who were your colleagues be prepared for the possibility of some pushback. Hopefully that won't be the case, but when I moved up to my first management position it meant supervising people who had been my peers. Most were good with it, but one was very problematic and insubordinate on a daily basis (things like literally walking out in the middle of 1:1 and team meetings).