If you aspire to lead, you\u2019re likely a strong performer. But getting results from a team will require a whole different skillset\u2014and a whole new way of thinking about work.<\/p>\n
Below are some key approaches of effective managers. Strengthen these mindsets now and you\u2019ll become an even more capable team member\u2014and be well-prepared to take the leadership opportunities ahead.<\/p>\n
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The measure of your performance as a manager won\u2019t be how many deals you close or how terrific your analysis is\u2014it will be how many deals your\u00a0team<\/i>\u00a0closes and how terrific\u00a0their<\/i>\u00a0analysis is. This shift might sound simple, but many new managers struggle to accept that their success depends on the collective achievements of their direct reports.<\/p>\n
To embrace this mindset now:<\/p>\n
In order to do your current job well, you already rely on others, including your peers and boss. And you likely contribute to group initiatives.<\/p>\n
To take things a step further, go through your top priorities and consider each one in terms of your team\u2019s and company\u2019s goals. Ask yourself:<\/p>\n
And ask your manager and teammates what you can do differently to contribute to the group\u2019s success. Try questions like:<\/p>\n
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Think about the managers you\u2019ve most enjoyed working for. Chances are they didn\u2019t view you as just another cog in the machine\u2014but saw you as a human being with likes and dislikes, goals, and valued opinions. You were motivated to do good work because they made you feel noticed, appreciated, and like they wanted you to excel.<\/p>\n
To embrace this mindset now:<\/p>\n
Make time to learn more about your teammates and others you work with, especially those you don\u2019t know well, to help them see that you recognize and support them. You might connect informally over chat, meet for virtual or in-person lunches, or set up regular peer 1-on-1s to talk about your and their work and to troubleshoot challenges together.<\/p>\n
Ask curious, open-ended questions like:<\/p>\n
Then\u00a0listen carefully and empathetically\u00a0to what they say.<\/p>\n
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As a manager, you will be responsible for evaluating your direct reports\u2019 performance, so they\u2019ll look to you for feedback on where they stand. Delivered well, feedback is one of the most powerful tools you\u2019ll have to clarify your expectations, give others insight into the impact of their actions, and provide clear direction on what they should do more and less of. It can also be a huge motivator\u2014showing your direct reports that you recognize their efforts and care about their progress.<\/p>\n
To embrace this mindset now:<\/p>\n
You might not be a manager yet, but you still give feedback\u2014verbal and nonverbal, formal and informal\u2014like in work reviews or by looking at your phone while someone shares an idea with you or thanking a teammate for pitching in.<\/p>\n
To become more mindful about the feedback you give:<\/p>\n
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Managers are under a microscope\u2014everyone pays attention to what they say and do. But great leaders welcome that all eyes are on them as a chance to improve by seeking others\u2019 feedback and handling it with grace and gratitude.<\/p>\n
To embrace this mindset now:<\/p>\n
Get some practice receiving tough feedback and you\u2019ll be less likely to freak out or shut down when feedback stings, now and in the future. To do it:<\/p>\n
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With shifting company strategies, unclear priorities from higher-ups, and changing business conditions, many managers feel like they don\u2019t have a lot of control. But as a manager, it will be your job to chart a path forward for your team. If you\u2019re easily rattled by uncertainty\u2014rather than learning to be resilient and adaptable\u2014you could cause your team to feel unmoored, too. (Plus, you won\u2019t be very effective at getting stuff done.)<\/p>\n
To embrace this mindset now:<\/p>\n
Change is a constant in work life\u2014for people at every level\u2014whether it\u2019s deadline shifts, new customer habits, or something else. The sooner you learn to stay flexible and find opportunities in the change the better.<\/p>\n
Consider\u00a0how you typically react to uncertainty and change\u00a0so you can be equipped to manage your emotions and weigh the opportunities and challenges in front of you.\u00a0How ba<\/i>lanced is my response? Do I default to worst-case scenarios\u2014or try to suppress any negative feelings with relentless optimism?<\/i>\u00a0And<\/i>\u00a0how might my default approach help me or hold me back?<\/i><\/p>\n
And when you\u2019re navigating a big change, ask yourself questions like:<\/p>\n
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When you\u2019re a manager, your days will get cut into slivers by meetings, questions from direct reports, and mentally toggling between smaller tasks and big-picture thinking. In an attempt to get everything done, you might be tempted to cut corners by, say, skipping exercise, eating at your desk, or letting work spill into your off-hours. But if you do that, you risk burning out\u2014and your chronic overwork will set a bad example for your team.<\/p>\n
To embrace this mindset now:<\/p>\n
It\u2019s as true now as it will be when you\u2019re in a leadership role: You need a clear mind and healthy body in order to focus, make good decisions, and do great work. To start:<\/p>\n