6 Tips for Taking Over a Team
Being a new boss can be exhilarating -- and a little scary. There’s a lot of change involved in taking on a management position -- especially when you’re taking over an established team. Last month, I offered six tips about how to make the transition as smooth as possible in a Greater Baton Rouge Business Report article. Today I’m going to expand on my answer with some more in-depth information.
Be Patient
You might feel like you have to jump in and take charge from day one, but it’s important to remember that transitioning into a leadership position takes time. You, your direct reports and your own manager are all building new relationships with each other; people don’t adapt to these kinds of changes overnight.
Be Open
You’ll need to take ownership of the decisions and problems your team faces, but be sure to involve your direct reports in the decision-making process. Ask open-ended, probing questions when meeting with team members, and listen actively to show respect. Doing so will help you establish yourself as a leader who values others’ opinions and ideas.Don’t just have an open-door policy; make sure your actions and demeanor encourage employees to walk through your door. Share personal information appropriately, and get to know your people on a personal level.
Meet One-on-One
Talk with your direct reports one-on-one about the work they do. Discuss their goals, objectives, performance and behavioral expectations. Find out what they want to do, and consider how you can help make it happen.In some cases, you may be managing someone who applied for your position and didn’t get it -- or who used to manage the team and now is a direct report. Interactions may be awkward at first, but being up front about it can help clear the air.Hold a one-on-one meeting with the person and acknowledge that you both may feel awkward about the situation, but you recognize and respect his talents and the value he brings to the team. State your appreciation by being specific and sincere. Avoid being self-deprecating. In your role, actively look for tasks or responsibilities you can delegate to this person to satisfy his interest in leadership and help him develop his skills.
Don’t Make Big Changes Right Away
It can be tempting to come into a new management position ablaze with new ideas about how to change the way things are done. But while you’re taking ownership of decisions, seek out and use your team members’ input -- especially if you’re new to the department or organization. They will know things you don’t, and you’ll want to get the whole picture before making major changes.Deliberately leave some things alone. There may be hot-button items for individuals or departments that should be left until you have more experience, or even avoided all together. Wherever possible, allow employees to continue leading or working on projects, participating on teams, and following processes and procedures that they created or feel particularly invested in. Find out what people are proud of and recognize it.
Add Value to Your Team
If possible, find ways to knock down some roadblocks or address grievances your new team has been dealing with before you took the lead. For example, this could involve authorizing a budget for a project or an improvement, or making an exception in a policy or procedure.As you get up to speed, acknowledge others’ work and share credit when you and the team are successful. Own up to any mistakes and failures, and create an environment where smart risk is encouraged and rewarded.
Be Consistent
Consistency will help foster trust with your team members. They want a manager who treats others with integrity and respect, and someone whose moods and actions are fairly predictable. As you develop yourself in your new role, continue to act with integrity and approach decisions objectively and with fairness to establish consistency and build trust.Contact us if you’d like to learn more about helping your employees rise to the challenge of taking over a team.Success Labs is a leadership development and management consulting firm in Baton Rouge, Louisiana. For more than 25 years, our expert team of consultants has worked with hundreds of companies to explore their business potential and improve their company and cultural performance. Contact us to get proactive about your people strategy.