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Hi Fishes, Can anyone help me with the below
Gotta say I LOL’d at this.
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Take extra time before a task to really explain it, explain what you want, answer questions, set expectations (even micro-managey specific ones), so you don’t a) make your team need to redo things after the fact to meet your vision, or b) end up redoing it all yourself.
Fully agree with setting clear expectations upfront. Also give feedback regularly — both good things and opportunities for improvement, so development is part of your day to day interaction…
The most effective leaders are able to adapt their leadership style to those they work with . Some people will need you to micromanage them and others will take your upfront instructions, make and execute their own plan, and may check in with questions.
My last tip would be that it is OK to challenge people to step it up versus you always accommodating downward. Many people will do less if they can get away with it. As a basic example, I was on a team once where individuals were expected to prepare communications and leadership would review and often edit heavily — the individuals drafting the communications felt the leader was going to edit them heavily and put less and less effort into their draft, and left the leader in a position of continually rewriting. It is sometimes faster to edit something yourself, but if you’re not also working with the individuals below you to raise the bar, many well only jump as high as you make them. — in this case, even if the supervisor needed to do the rewrite for expediency, the supervisor could set the employee up for incremental improvement by taking the time after the fact to review the changes with the employee and set expectations or goals for things what should be done next time.
Good luck!!
The advice above is great — just try not to be condescending and take responsibility if you initially provide the wrong guidance. Congrats!