Manage your Mates

Even though intentions to shake things up quickly might be honourable, as a new manager the reality is that relationships with existing team members who may well be friends will take time to redefine. A more considered approach will serve you better than making too many quick changes.

You will:

Be clear about how you want your team to see you over the coming months and the standards you wish to instil
Be more aware of your social distance preferences and know how to create the best balance between you and your team
Be mindful of how existing relationships will need to change, and what you can do to change them (slowly)
Know how to handle any unexpected responses to your new position from the people you now manage

See also…

Set Compelling Goals

When we talk about goals we don’t mean the New Year resolutions you’ll never stick to or even the SMART objectives that most people know about (and don’t use). We mean the big, meaty, in-the-muscle goals that direct behaviour and get people leaping out of bed in the morning.

Cultural Architect

A strong culture is the immune system for an organisation. If the way things get done is clearly defined and consistently displayed, you are likely to be able to maximise opportunities in good times and help your team stay protected when things are not so straightforward. Start building now.

Your First 100 Days

The transition from specialist to manager is not easy. There are many new skills to learn, relationships to re-craft, and the need to let go of what you've become known for. It's not surprising that imposter syndrome can creep in. So it's important to make as strong a start as possible. We'll show you how.

View all

Call. 07908 611 458

paul@themanagerhub.com