Use Everything DiSC Catalyst platform to effortlessly transition into your new managerial role
Following years of hard work, determination, and perseverance, you’ve advanced and are finally rewarded with a managerial position. As a new manager, while experiencing a profound sense of achievement, exhilaration, and pride, it’s natural to also feel overwhelmed. After all, there’s a significant increase in responsibilities, the pressure of leading a team, and the struggle of proving to be a great boss. If the thought of leading a team for the first time is worrying you, then you’re in luck as we’re giving you some tips to boost your confidence:
Clarify Expectations and Set Clear Goals as a New Manager
In your journey to becoming a great manager, it is essential to know your team members and provide them with continuous opportunities for development and growth. This involves clarifying your expectations from individual contributors. Talk about the kind of relationship you would like to have with your team members. This can include how you expect them to work on routine tasks, how they can address challenges, and how their efforts can contribute towards achieving business goals.
It is also essential to be clear about what they should expect from you. To help them understand your management style, you can use the Everything DiSC platform for better results. On the Catalyst homepage, scroll down to the Management section and open the Your Management Style link. You’ll see a series of insightful revelations about your natural managerial tendencies. It starts with a visual overview of your management priorities followed by a detailed description of each.
In addition to summarizing what you tend to prioritize, this part of Catalyst tells you what you enjoy as a manager and what sucks the life out of your managerial spirit. With this valuable information, you can now sit down with your team and tell them what you appreciate and what ticks you off. This exercise can help you and your team start on the right notes and keep things smooth all along.
It’s also a good practice to define the desired team objectives and set clear goals. Remove any work-related ambiguities – allow your team members to share apprehensions or fears. Remember, as a new manager, you’re responsible for creating a work environment where your team believes in and shares the same vision, values, and determination to achieve business goals.
Be Open to Learning and Avoid Being a Know-it-all
In a survey titled, “What a First-Time Manager Can Do to Address Burnout,” 65% of respondents admitted to feeling anxious about their role as a new manager. The new role can bring with it apprehensions and may seem daunting at first.
To avoid burnout, don’t jump right into everything and begin firefighting your way through operational tasks and activities. Remember that you’ve made it to the managerial position because of your proven work performance and ethics. As a new manager, work on building a culture of trust by allowing your team members to do their jobs.
Embark on your managerial journey with the idea of learning new things and increasing your knowledge about various procedures, policies, and work tactics. Be open to opinions and ideas from your team. Your team members will also feel valued and remain positively engaged.
Encourage Friendly Feedback to Develop a Positive Worker-New Manager Relationship
According to a Gallup survey, employees who frequently get meaningful feedback at work are almost four times more likely than other employees to be positively engaged. Your team should have the comfort of freely sharing opinions and suggestions. They should be aware that the process is not only about what they do for you but also a relationship where expectations are clearly defined at both ends and everyone can express their likes, dislikes, targets, and visions.
As a new manager, while you are getting used to your new role, your team is also adjusting and developing comfortability with you. Ensure that you check in on them regularly, ask them about how they are coping, and allow them to share ideas and suggestions. Reciprocate by sharing friendly feedback with your team members and allow them to feel like they are contributing in a meaningful way.
A good approach would be to set up weekly, bi-monthly, or monthly meetings instead of waiting for year-end reviews. Encourage team members to discuss achievements and challenges and share their expectations. You can keep these meetings informal to give your team members a more relaxed feel.
Don’t Hesitate to Ask for Help
It’s okay not to know everything. Remember, you are new to this role. There will be situations where you might feel lost and will require assistance from others – be it your higher-ups, peers, or even your team members.
Don’t keep yourself from approaching others and asking for help. Your colleagues are aware of your transition to a managerial position and by approaching them, you will be opening better engagement and communication channels. Use this as an opportunity to gain better insights and broaden your perspective. The better you can grasp information on policies, procedures, and operational activities – the smoother the road to success.
Understand and Manage Your Team Using the DiSC Assessment Model
The DiSC Model is a powerful and intuitive approach that can be used to understand yourself and the needs and priorities of the people around you. The DiSC personality model describes four basic styles that are categorized as follows:
- (D) Dominance
- (I) Influence
- (S) Steadiness
- (C) Conscientiousness
New managers can benefit from understanding the different personality traits and strengths of their team members by using the DiSC model. You will be able to direct and delegate tasks that best suit each team member based on their DiSC personality or DiSC profile types. Below is an overview of how you can categorize the traits of your team members using the DiSC personality guidelines:
The (D) Dominant Style:
They enjoy authority and take pride in their success. For team members with the D Style, you should give them goal-oriented tasks. You will, however, need to continuously remind them to work with empathy and show concern for other members.
The (I) Influence Style:
Workers with the I Style focus on the positive, take quick action, and enjoy socializing. They work well in teams and are motivated by appreciation and social recognition. If you have identified a member with this style, assign them to tasks where they can explore and share their ideas. Make sure you express your appreciation for their actions in public.
The (S) Steadiness Style:
These members are calm, collaborative, and supportive. They work best alongside supportive teams. However, they have a slight tendency to be indecisive and prefer a structured work approach. To them, state your expectations clearly and offer continuous support.
The (C) Conscientiousness Style:
This is your analytical worker who will take time to ensure everything gets done right. They prefer a more stable work environment where they can work at their own pace. They long for appreciation and stay away from tasks that involve too much socializing. Assign them tasks that involve coordination with smaller groups but ensure they don’t isolate themselves. Remember to show genuine appreciation for their efforts.
Understanding Team Members
It used to take at least a couple of months to understand your team members’ work behaviors for leveraging their strengths and improving their weak areas. Not anymore! The DiSC Model is a unique platform that promises efficiency and value addition. Catalyst now gives you instant insights and inside scoops on your management style and your reports’ work patterns.
It’s time you stepped up your game and made your management proud of their decision to lift you to the managerial ranks. Head over to our Everything DiSC Management page today to give your managerial capabilities and your confidence a real boost.
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