Leadership Techniques for First-Time Managers

You may find yourself managing workers for the first time without any training or gradual development. Passion for the company’s mission as well as confidence in the role can be a good start, but you will have to develop the skill set of a proficient manager.

As a leader, managing people for the first time can be intimidating. We’re going to list the four crucial leadership skills that every first-time manager should master in order to set the tone for their new team. Keep reading, and you’ll learn how your managerial career can be off to a great start.

The Most Important Leadership Techniques for First-Time Managers: Delegating effectively Communicating clearly Leading by example Operating transparently 1. Delegate Effectively

Before we jump straight into those tips and tricks, let’s define delegating. Delegating involves assigning people who are often less senior to you, tasks and activities to complete. In doing so, entrusting responsibilities to employees builds trust, empowers your team, and assists with professional development. For a first-time leader, it helps to learn how you can identify who would be best suited to tackle certain projects and tasks so your team can function effectively to complete work in a timely manner. 

As the saying goes, ‘time is money’. Delegating tasks allows you the opportunity to work more efficiently and decrease the number of delays in achieving company goals. In doing this, you can easily build a successful and strong team that will be able to meet all demands.

There are three main components to delegating effectively:

Choose the right tasks you need to assign

The beauty of delegating is that you are given more time to do the stuff only you know how to do. Routine processes, administration, data entry and customer service are things that aren’t complicated to do but are extremely time-consuming — making them the perfect tasks to be handed on to someone else! 

Identify the right employees to delegate to

It is vitally important that you select the right people to do a job and match their skill set to particular tasks that need doing. You must delegate tasks according to if someone has the capability, know-how and experience to perform the job to a satisfactory level. When stepping into a managerial position it can be difficult to ascertain each individual’s ability and skill set, but luckily there are several methods you can use to assess your team members’ capabilities. 

One method is to conduct a traditional test to measure your team’s technical and theoretical knowledge. This is best tested using true/false, multiple choice and matching questions. A self-assessment questionnaire could also be sent around, asking people to fill it out in their own time. However, you may not get accurate results because of the subjective nature of self-assessing questionnaires. Alternatively, you may want to take a less formal approach and just ask your team straight out what their strengths and weaknesses are the next time they are in your office having a casual conversation.

Delegate in the right way 

When delegating a task, make sure you clearly communicate the expected outcome, quality of work and deadlines. But watch out here, don’t get caught in the trap of micromanaging; give them a thorough outline of the job, but let the employee figure out the means

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