In life, change is inevitable; In business, it is vital.
The arrival of new leadership can be an exciting event for companies and can pave the way for greater success in the team, especially if executed well.
While adopting a team is a tricky ball game; I’ve noticed that changes have always offered new challenges, as well as opportunities, that spark new energy in the members of the team and the organisation at large. When a leader, whether an external hire or an ingrown manager, adopts a team, they will face challenges and hurdles.
Let’s discuss what you can do to make your transition smooth.
The new kid on the block –
You’ve recently joined the company and you are a stranger here. It feels like people are watching your every move, like a predator waiting for you to make one mistake and fall into the trap. Chances are that the team is well acquainted with each other and you feel like a fish out of water. In this scenario, you’ve got to make sure you get off on the right foot. Some of the steps you can take to start are:
1. Get to know them: A common mistake here is spending too much time on getting to know what the previous manager was like and his way of working. Your aim should be to get to know the business and more importantly the people you are working with.
• Start by knowing what they do: Try to understand the scope of each member’s role and responsibility beyond the specifics of their job. How do they fit into the bigger scheme of things?
• What do they like: Take time to determine the satisfaction levels of the team members with their current roles. This can be a great time to change up outdated or unnecessary processes and inefficient work distribution.
• What are their aspirations: Try to assimilate as much information as you can about how they want to grow professionally. Even if they are perfectly happy with their job, this will help you understand how you can further develop them and aid them in taking on new responsibilities.
2. Foster Collaboration: A vital part of making teams work is encouraging them to collaborate. Take some time out to let the team have fun. A team dinner or a simple pizza party in the company garden. We often underestimate the power of a change in the environment. New environments often make us more receptive to other changes.
You can spice up team outings by adding a few elements of fun through some simple games. Here’s a list of a few cool activities you can try at your next team outing. Don’t be afraid to open up a little. A certain amount of vulnerability is appreciated when dealing with new people.
3. Set Clear Goals: It is important to set clear goals and set processes in place to ensure smooth achievement of goals, but don’t make the mistake of trying to change current processes and revamp everything at once.
Instead, try a 30-60-90 day approach for each team member. Don’t forget to take into account their aspirations, the time required to rework old methods and also get acquainted with new responsibilities. This will give them a clear picture of what is expected of them and will make them feel involved. Discuss the 30-60-90 day plan you chalk out for them and modify it to manage expectations and capabilities. You can use this sample template to create plans for your team members
The newly honed diamond –
This breed of a manager is fairly new to the management scene but well acquainted with the company. Familiarity breeds contempt and hence your most important task as a new manager is to –
1. Build credibility: How do you do that?
Step 1: Learn – it is true that knowledge is power, and if a team member feels that their manager is not competent enough, it affects their perception of you.
Step 2: Listen – you will be surprised to know how much you can gain by simply listening to your team members. Have a chat with them, talk them through an overview of the plans you have for the team, share your joy and involve them in the process of you becoming a better leader.
Step 3: Be humble: All that being said a leader must acknowledge his strengths and weaknesses. Never and I mean never take credit away from your subordinates and make it yours. You must take pride in the achievements of your team members but remember to give credit where it’s due and acknowledge the knowledge and efforts of your team members.
Also Read: The 4 principles of hiring an omnipotent founding team for your startup
Step 4: Be genuine: Don’t paint a fake picture in the minds of your team members. Be as transparent as possible while preserving the integrity of your role and the company at large.
2. Set boundaries: You know these guys, they have been your pals you’ve been trained with some of them. Laughed at perverted jokes over a few drinks, had embarrassing moments etc … We’ve all been there, but this needn’t deter you from carrying out your responsibilities.
Now, this can be tricky because you definitely will face pushback. People will try to test your boundaries, miss deadlines, and some may even call your usual behaviour arrogance. All said and done; you are now a leader, act like one.
Don’t avoid social situations; modify your approach a little. Have two drinks instead of a hundred at company social events. Avoid discussing your personal life in too much detail as far as possible.
Adopting a team isn’t a cakewalk. Team dynamics are primarily affected by their leader and every action you take, will determine how accepting the team will be toward your leadership.
I hope you benefit from these pointers and can put them to use.
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Image Credit: Pascal Swier
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