Supporting Change as a New Manager
As a new manager, effective business leadership building is crucial in supporting change within your organization. To ensure that change is implemented smoothly, you must have a clear plan and a system for measuring results.
From a position of leadership to an executive position of leadership, it is your responsibility to consistently identify and engage in improvement and change in your organization. Ethical change at that. The status quo simply is not good enough in our ever-changing business climate and world for that matter. This is not to under-appreciate the good and positive in your unique organization. Nor am I suggesting that what you have may not be fantastic, but you must always ask yourself: "How can it be better?"
Action Steps for YOUR Success:
- Design your organizational flow chart to make sense.
- Understand where your people are physically and make sure workflow makes sense geographically.
- Design and implement your authority decision-making charts for the empowerment of your team leaders and emerging leaders.
- Set up your KPI (Key Performance Indicator) matrix to measure important numbers and relationships valuable to your organization. Be careful not to measure for measurement's sake!
- Carefully inspect and redesign your team roles and responsibility sets. Chances are they have changed over time. Explore what is relevant today. Make sure all expected deliverables are clearly articulated.
- Regular, structured, and evenly distributed individual feedback is also essential in business leadership building, as it allows you to catch people doing things right and reward them, driving positive change within the organization.
- Constantly be on the lookout for new talent, even when you don’t need anyone now. Often, that is when good people materialize. Scoop them up! You will find the right place for them!
- Implement or update your system for team member evaluation and support. Business systems function for the x and o of business operations. Leaders lead people. This area is a combination of the two, and very important.
People like to know if what they are doing is appreciated. YOUR feedback is required…….NOT optional.
I believe regular, structured, and evenly distributed individual feedback is very important. Catch people doing things right…….and reward them! Often, it is easy to fall for the “fix what’s broken” mentality. We always want to remediate what we see is not correct. Rise above that temptation and reward what is right in the organization! That is how you can positively drive needed change in your organization right now!
