Now you are a manager! You were working with your team members and now you are leading them? Yikes scary stuff! Been there and it is like been thrown in the deep end of the pool without floaties and having to keep everyone else afloat. Are you up the challenge?

Transitioning from peer to manager can be challenging but smooth and thriving with the right approach. Hence why we love what we do so much – teaching people to lead like a olympic swimmer!

Here are some steps to help you navigate this amazing change:

Acknowledge the Change

• Communicate Clearly: Tell your team about your new role and express your excitement and commitment.
• Set Expectations: Clarify how your responsibilities will change and what they can expect from you as a manager.

Develop Leadership Skills

• Seek Training: Participate in management and leadership training programs.
• Find a Mentor: Connect with a seasoned manager who can offer guidance and advice.
• Read and Learn: Engage with books, articles, and resources on effective management.

Build Trust and Credibility

• Be Transparent: Share information openly with your team and be honest about challenges.
• Be Fair: Treat everyone equally and avoid favouritism.
• Follow Through: Deliver on your promises and commitments.

Set Clear Boundaries

• Define Roles: Clearly outline the responsibilities and boundaries of your new role versus your previous peer relationships.
• Professional Distance: Maintain a professional relationship while being approachable and supportive.

Communicate Effectively

• Active Listening: Pay attention to your team’s concerns and feedback.
• Regular Check-ins: Schedule one-on-one and team meetings to stay connected and address any issues promptly.
• Provide Feedback: Offer constructive feedback and recognize achievements.

Foster Team Collaboration

• Encourage Input: Involve your team in decision-making and problem-solving.
• Build a Positive Culture: Promote a collaborative and positive work environment.
• Delegate: Empower your team by delegating tasks and responsibilities.

Lead by Example

• Model Behaviour: Demonstrate the work ethic, attitude, and behaviour you expect from your team.
• Stay Involved: Be hands-on when necessary, but also trust your team to perform their duties.

Manage Conflicts

• Address Issues Promptly: Tackle conflicts directly and impartially.
• Mediate Fairly: Act as a neutral mediator to resolve disputes and maintain harmony.

Develop Your Team

• Provide Opportunities: Offer opportunities for growth and development.
• Mentor: Guide and support your team members in their professional development.

Evaluate and Adjust

• Seek Feedback: Regularly ask for feedback on your management style and effectiveness.
• Adapt: Be willing to adjust your approach based on feedback and changing circumstances.

Additional Tips:

• Stay Humble: Recognise that you are learning and be open to feedback.
• Celebrate Success: Acknowledge and celebrate your team’s achievements to boost morale.
• Reflect: Take time to reflect on your experiences and identify areas for improvement.

Following these steps, you can successfully transition from peer to manager while maintaining strong relationships and fostering a productive work environment.

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How to do One on One’s

This is critical in your role! Conducting effective one-on-one meetings with your team members is crucial for maintaining open communication, building trust, and addressing any concerns or development needs. Here are some tips and a structure for conducting successful one-on-ones:

Preparation

1. Schedule Regularly: Set up recurring meetings at consistent intervals (e.g., weekly, bi-weekly, or monthly).
2. Set an Agenda: Have a flexible but structured agenda to guide the discussion. Share it with your team member in advance.
3. Review Previous Notes: Review notes from previous meetings to follow up on past discussions and commitments.

Structure of the One-on-One

1. Start with a Check-In: Begin with a personal check-in to see how they are doing. This helps build rapport and shows you care about their well-being.Example: “How have you been? How’s everything going both personally and professionally?”
2. Discuss Current Work: Review their current projects, tasks, and any obstacles they might be facing.Example: “Can you update me on your current projects? Are there any challenges you’re encountering?”
3. Provide Feedback: Offer constructive feedback and recognize their achievements. Be specific and balanced.Example: “I noticed you did a great job on the recent project. One area to work on could be [specific feedback].”
4. Career Development: Talk about their career goals, professional development, and any training or growth opportunities.Example: “What are your career aspirations? Are you interested in any skills you want to develop or even further training?”
5. Address Any Concerns: Allow them to voice any concerns or issues and discuss potential solutions.Example: “Is there anything you’re worried about or any issues you’d like to discuss?”
6. Action Items and Follow-Ups: Summarise the key points discussed, outline action items, and set clear expectations for follow-up.Example: “To recap, you’ll be working on [specific task], and I will help by [specific support]. Let’s follow up on this next week.”

Tips for Effective One-on-Ones

1. Active Listening: Give your full attention, avoid interruptions, and show that you’re genuinely listening.
2. Be Present: Avoid distractions and be mentally present during the meeting.
3. Encourage Openness: Create a safe environment where team members feel comfortable sharing their thoughts and concerns.
4. Be Flexible: While having an agenda is essential, be open to adjusting it based on the conversation’s flow.
5. Take Notes: Document key points and action items to ensure accountability and follow-up.
6. Show Empathy: Understand their perspective and show empathy, especially when discussing challenges or concerns.
7. Follow Through: Follow up on action items and commitments made during the meeting.

Sample One-on-One Agenda Template

1. Personal Check-In (5 minutes) How are you doing? How was your week/weekend?
2. Work Update (10 minutes) Progress on current projects and challenges or roadblocks
3. Feedback and Recognition (10 minutes) Positive feedback and areas for improvement
4. Career Development (10 minutes) Career goals and professional development opportunities
5. Concerns and Issues (10 minutes) Any concerns or issues to discuss
6. Action Items and Follow-Ups(5 minutes) Summary of key points

Following this structure and tips, you can ensure that your one-on-one meetings are productive, supportive, and beneficial for you and your team members.