What New Managers Should Know About Their New Team
What New Managers Should Know About Their New Team
My view is that all individuals are talented and it is the managers job to work with them to reveal their talents and decide how best to use them.
Finding Their Talents
So how do you find their talents if they are not evident from their performance?
Just start with an honest conversation. It maybe they are in the wrong role and not using their natural skills and talents, or it maybe they have just lost their confidence.
So, how are you going to approach the conversation session?
You need to understand the context of the session. Why are you having the session? What are the benefits from it and what is the outcome that you would like to see from the session?
The session itself must be a two-way conversation. You need great questions to hand, you need to be actively listening and you need to discuss any actions you both agree on – with timescales.
So what questions could you ask?
At work, what do you really look forward to?
What topic or tasks whilst at work do you loose all track of time doing?
What activities do you learn quickly?
What would you like to do more of?
Questions like these will enable you to see what motivates the individual. You should see their passion. Read their body language.
Re-clarify what the individual is saying so you can confirm their likings. Their likings will identify strengths, skills and talents.
Now how are you both going to get the individual to use their talents?
Working for you?
Working for someone else in another part of the organisation?
Working on a special project?
You both need to agree on the actions, support required and timescales.
Allow the conversation to sink-in and book a follow-up meeting for a few days time, thus allowing the individual to reflect upon it.
Great managers find each individuals' talents and then find ways to use them both for the individuals’ and company’s benefit.
3%!! I wonder how the morale and performance of the whole workforce was, when they heard what the CEO said.
What New Managers Should Know About Their New Team - To learn more about this author, visit Andrew Rondeau's Website.
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I was at a conference recently, where the CEO of a large UK Corporate stated only 3% of the company’s staff was talented. That implied 97% were not. Poppycock!
My view is that all individuals are talented and it is the managers job to work with them to reveal their talents and decide how best to use them.
Finding Their Talents
So how do you find their talents if they are not evident from their performance?
Just start with an honest conversation. It maybe they are in the wrong role and not using their natural skills and talents, or it maybe they have just lost their confidence.
So, how are you going to approach the conversation session?
You need to understand the context of the session. Why are you having the session? What are the benefits from it and what is the outcome that you would like to see from the session?
The session itself must be a two-way conversation. You need great questions to hand, you need to be actively listening and you need to discuss any actions you both agree on – with timescales.
So what questions could you ask?
At work, what do you really look forward to?
What topic or tasks whilst at work do you loose all track of time doing?
What activities do you learn quickly?
What would you like to do more of?
Questions like these will enable you to see what motivates the individual. You should see their passion. Read their body language.
Re-clarify what the individual is saying so you can confirm their likings. Their likings will identify strengths, skills and talents.
Now how are you both going to get the individual to use their talents?
Working for you?
Working for someone else in another part of the organisation?
Working on a special project?
You both need to agree on the actions, support required and timescales.
Allow the conversation to sink-in and book a follow-up meeting for a few days time, thus allowing the individual to reflect upon it.
Great managers find each individuals' talents and then find ways to use them both for the individuals’ and company’s benefit.
3%!! I wonder how the morale and performance of the whole workforce was, when they heard what the CEO said.
What New Managers Should Know About Their New Team - To learn more about this author, visit Andrew Rondeau's Website.
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Dianne CramptonDianne Crampton is an executive leadership coach, team culture consultant, author and president of TIGERS Success Series, Inc. Dianne has been helping CEO's and Executives connect their employees to their core values and goals for over 20 years using the trademarked TIGERS team culture process, which stands for trust, interdependence, genuineness, empathy, risk and success. To download a free white paper on behaviors that build strong teams and behaviors that will predictably tear them down go here. Dianne's contribution to the 2010 Pfeiffer Consulting Journal (an imprint of John Wiley and Sons Publishers) entitled TIGERS Hearted Teams is available in November 2009. Her new book TIGERS Among Us: 5 Winning Business Team Cultures And Why, Three Creeks Publishing will release in March 2010. To receive publishing discounts, subscribe to the free TigerTracks Newsletter here. - Visit Dianne Crampton's Website |
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Stephanie RobeyStephanie Robey is President and CoFounder of Pivot Positive, LLC - an Internet marketing business focused on helping people start work at home ventures. Previously, she was employed at The Search Agency with over 20 years experience in graphic design and 10 years experience in online marketing. She was responsible for launching the Conversion Path Optimization (CPO) unit where she and her team have conducted hundreds of optimization tests for online companies across multiple verticals. She is a successful entrepreneur having started and sold 2 companies and remains on the board of directors of the third, PhotoSpin.com Stephanie began her career in the direct marketing realm creating and producing direct mail for many of the major cable television companies and directly attributes her understanding of Internet marketing to those early offline experiences. Stephanie is a graduate of San Diego State University with a BFA in Graphic Arts and also holds an Executive MBA from the Graziadio School of Business and Management at Pepperdine University. Read Steph's Blog Meet Steph and Dave Sign up for our Free 7-Day BootCamp: Self Employed & Rich - Visit Stephanie Robey's Website |
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