{ "media_type": "text", "post_content": "Starting a new role soon where I’ll be managing a team for the first time in my career. What are some examples or traits that good leaders have displayed in your past? I want to develop into a healthy, supportive boss but unfortunately have only experienced toxic bosses so my resources on how to do this are limited.", "post_id": "6149e04bf723f0001fd6844c", "reply_count": 7, "vote_count": 1, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting" }

Starting a new role soon where I’ll be managing a team for the first time in my career. What are some examples or traits that good leaders have displayed in your past? I want to develop into a healthy, supportive boss but unfortunately have only experienced toxic bosses so my resources on how to do this are limited.

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This will be a long thread :-) One thing I find useful is to view yourself as working for the team, rather than the other way round. Poor managers tend to view then team as at their service. Good managers view themselves as in service of the team, meaning focussed on what does the team need to excel in their roles and feel good about what they do. If you prioritise the team's wellbeing, you'll get what you need out of them too. To give some more concrete, you may wish to have a framework of things you will monitor/provide e.g. active learning and development; increasing ownership and responsibility; psychological safety to try, fail and learn; general social stuff; acknowledgement and celebration of success. For whatever framework you come up with, keep notes on how frequently you're ensuring each team member is getting each of those things - each will have different needs so you can also keep notes on focus areas for each person. And above all else, never forget that leadership takes active effort and is time consuming. A lot of rubbish managers are rubbish because they think it's easier to not put the effort in (or view themselves as too busy to), the irony being that the effort creates a higher performing team which in turn frees them up and makes their life easier...

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A couple tips off the top of my head and before ive had my coffee -Talk less, smile more -inquiry over advocacy -delegate and trust -make time for coaching

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Read up on transformational leadership https://www.michiganstateuniversityonline.com/resources/leadership/4-is-of-transformational-leadership If you're not familiar already, read Drive https://www.danpink.com/books/drive and Radical Candor https://www.radicalcandor.com/

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^^^^^^ cannot agree on these more than enough. Especially radical candor!!

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Don’t ask your team to do anything you aren’t also willing to do. No one likes being micro managed so unless they give you reasons to not trust them to get it done, let them breathe. Reward hard/extraordinary work (as and SC I’m not sure if you can submit applause awards but if not have your M or SM do it. It’s not a lot of $$ but receiving one tells your team that you appreciate what they are doing.

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Oh gotcha ok. Yeah then something similar.

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