You have a hotshot employee. They are doing a great job- maybe even overseeing a small project. They seem to have management capabilities. But, before your promote them, you have some work to do.
S/he needs to learn how to convert these great attributes- attention to detail, hands-on action- to the next level. Without change, these attributes will lead to an attempt to control each of their new staff or bully them into performing the way she wants.
S/he needs to NOT immerse herself in the project and look at the big picture. Leave the little details to others, and let them make small mistakes- coaching them to examine the bigger picture as well. But, most importantly, s/he needs to let the staff make decisions without involving her/him in every loop.
Make sure s/he knows that s/he needs to become the manager. Set the expectations for the group- and how s/he is now the coach (not like in football, where the coach calls each play, but like the vocal coach who works with singers to help them perform their best). They need to develop a plan of action for the first few projects, explaining to each staff person what the vision is and to have them contribute the best way they can.
And, ideally, this training should involve mentoring. Whether you are the mentor or you bring someone in depends upon the nature of your business (high growth means little free time, how much free cash you have to pay for a coach). But, your business success AND your new manager’s future depend on how you train and grow your teams.
You know what this post reminds me of, Roy? The ancient and lost art of being an apprentice. I know we have a modern (and in my opinion lesser) version of apprenticeship, in interns, but in my mind we lost a valuable training technique when being someone’s apprentice stopped. People, as you know, were not apprentices for three months on their off time, they dedicated years to learning the craft. I find value in that, and in the management scenario you offer us, I think of it in those terms. Excellent post my dear, Roy.
Somehow, Lisa, I wonder if those of us who were Sorcerer’s apprentices recognize this more clearly…
Yes, the shoe fits.
Roy
You are so right when you say that a good employee does not always make a good manager. I think I did a pretty good job doing my work as a school librarian. I did everything myself and existed in my own little world.
Eventually, I was offered the help of part-time library aides and parent volunteers. I have to say that I was not very good at delegating the work and making the best use of the help that was provided. I really could have benefited from some training on how to manage other workers. I thought I needed help but I didn’t know how to let go of the control that I had and let other people do some of the work.
Excellent post, Roy.
Janette Fuller recently posted..Make A Music Video With Animoto
Thanks for adding those fantastic points, Janette.
They truly add to the discussion and considerations at which I was aiming.
Roy
My last corporate manager exemplified this attribute. She knew of the talented team before her and of the innovative and first-rate work they performed every single day. Because of not micro-managing, she was one of the best-loved leaders throughout the division. Yet, she was also one of the toughest.
Thanks for that concrete example, PeggyLee….
And, I’m thrilled you had the chance to encounter that enlightened management concept, as well.
Roy
Managing and leading seem to be two very different tracks of thinking when it comes to heading up a project or department. What you are describing is how a good manager is really a good leader! I hope many in the position take your suggestions to heart here Roy. I know a few who say that it’s adding to their workload to do all these things but what they miss is that this is their role and that once in place their job will be soooo much easier.
Bonnie recently posted..ME time..or in this case YOU time
I have different definitions and expectations of a leader compared to a manager, Bonnie.
Nothing in that post would render a manager a leader. I have a post in the queue that will (hopefully) elucidate the fine line between the two- and where great leaders are quantitatively different than good managers…
Roy
Very sound advice Roy. Sounds like you have some experience in this kind of thing! 🙂
Suerae Stein recently posted..Fab Foto Friday – Doorways…
One can only hope, Suerae…
You know that statement… Instead of 20 years of experience, Stan had 1 year of experience- 20 times over…
Roy
What has been the commitment of the person to their own development needs to be considered too. Anyone who is not working on themselves all the time, may be a poor candidate for advancement
Roberta recently posted..Discover how your Junk Thinking will cause your Business To Fail
Good point, Roberta!
Thanks for adding that to the equation.
Great ideas, Roy. I need someone to train my boss and he is in the business of training business people.
Ann recently posted..The Last Word
Most business people are always great at training others- and fail to take their own advice, Ann.
That’s why the expression “eating our own dog food” has come into play. To try to change that aspect.
Roy
Eeeewwww. I have never heard that expression, but it sounds gross. Thanks for the reply, though, Roy.
Ann recently posted..The Last Word
Roy,
This is a great post. You have written all of the things that I have learned over the years in managing project teams, having had no training. I get so much done with multiple teams of people but I have come to realize that there are things they should be allowed to do as well as they can and things that I need to do that call for my specific education and background. My teams do their best work when we are in good communication but I am not hovering over them. Luckily I work with some wonderful and talented people!
Kristen recently posted..How to Get Better Sleep: What I Have Learned
Ah, Kristen- your teams really appreciate you, then…
And, that usually means the business prospers as well.
Kudos to you.
This could certainly be the step by step into to a mini handbook for training your managers. I learned over the years Roy on how important it is to have a team. As a small online business owner even my virtual team is important to me and my success. Taking the time to train will reap the rewards in the end. And I appreciate you sharing how a mentor can bring tremendous value to people in your team. Don’t leave them hanging out there, inspire, teach and encourage.
Lynn Brown recently posted..Online Business Success Are You Just Lucky
Loved how you reminded folks that it’s true for small business and virtual teams, too, Lynn!
When I was a trainer at a corporate sector I was working on a team that provided training for different levels of the company. Though one thing that we all felt that was highly misplaced was people when promoted jumped levels higher but then found that once they are there they are lost somehow. Though training after they are there makes some sense; why didn’t we provide the training before they stepped in that position. Though the person going through it knows that change is bound to come; let’s just make them better prepared for the real picture.
Hajra recently posted..Write the Stress Away
Great ideas, Hajra!
One of the better reasons why HR needs to provide more psychological assistance to nascent and aspiring managers…
Roy
Fabulous, Roy! I spent over 30+ years in corporate life with 20 of those in management. I was always thankful that I received management training from my very 1st supervisor job and continued to receive it for several years.
As I progressed through my career (and different employers),it became the norm to throw employees into management positions with no training. Because I had such a great foundation (and still had the material), I did my own management training with my team, but there were so many who received no training.
Unfortunately, the lack of training is prevalent – in management and in on-the-job training. Perhaps that’s why I spend so much of my time in my business writing getting back to basics. I recognize the value of good training.
Great post, Roy.
Cathy Miller recently posted..When Familiarity Breeds Content Duds
Cathy- your explanations provide the reasons why we need to do more- because our companies want to achieve more!
Roy
I wish a few of my bosses had read this article. I agree Roy we should provide more psychological assistance and training to managers.
You got that right, Trish!