How do you keep your people management skills relevant?

Embracing a growth mindset is the key! Three crucial aspects: 1. Commitment to Continuous Learning 2. Willingness to Unlearn and Adapt 3. Ability to Relearn and Evolve.

I have a mentor who provides fantastic advice and impartial guidance, I gauge the responses and reactions of my team members to my words and behaviours (looking for things that work or not). I regularly read articles & books or undertake online learning to keep my skills current and find out more about trends and changes. Every person is unique so it’s important to build your people skills repertoire particularly in the areas of listening, relationship building, and figuring out how you can help them succeed.

Learn Continuously: Keep up with management trends through reading, workshops, and courses. Seek Feedback: Regularly ask for input from team members and peers to adapt my approach. Be Adaptable: Tailor my management style to suit individual personalities and needs. Improve Communication: Hone my instruction-giving and listening skills. Practice Empathy: Understand team perspectives to build strong relationships. Handle Conflict: Develop methods for positive conflict resolution. Delegate Effectively: Assign tasks based on team strengths and growth areas. Mentor and Coach: Invest time in guiding team development. .

When assessing your management skills, a systematic approach is essential. Start by reflecting on your day-to-day interactions with your team and consider how you handle challenges or conflicts. Take note of your communication style, decision-making abilities, and how you motivate and support your team. You can also solicit feedback from your team through anonymous surveys, which can provide honest insights into your management style and areas for improvement. This holistic approach will give a comprehensive view of a person’s management skills, and help in identifying patterns, strengths, and areas that need development.

To keep my people management skills relevant, I make it a habit to always be learning. I dive into the latest leadership trends, chat with colleagues for feedback, and listen to fresh viewpoints from all around. Plus, I believe there's a ton to learn from real-life experiences, not just in my field but in others too. The world’s changing fast, so I make sure to keep an open mind, adapt, and always think about how I can better vibe with my team's needs and goals. The discipline is to consistently ask questions and understand how your teams motivations are changing.

Consider having multiple mentors with the unique characteristics that you can find useful in different key aspects of your career. I have a peer mentor, someone who has done the role before who can give me advice and insights. I have a mentor on specific areas of interest such as sales. Diversify your learning from others.

A troca de experiências e aprendizados com outras pessoas, é a chave que pode destravar a mente, em rela??o a muitos vieses sobre gest?o de pessoas. Desde de um processo de mentoria, até uma breve conversa de elevador, podem contribuir de forma efetiva para a amplia??o da vis?o em rela??o a como lidar com os desafios de liderar e gerir pessoas, por isso, o ideal é se conectar com pessoas diversas, de áreas diversas, mas que podem enfrentar os mesmos desafios e até mesmo, já os ter superado, com solu??es simples que podem ser replicadas.

One way to learn from others is case studies where you can share real-life scenarios to analyze and discuss different approaches to handling various situations.

Learn from others but above all ask yourself the question how you would like to be managed. Take what you experienced as bad people management and avoid doing this. And take what you experienced as good people management to form your own skills. Never forget that you are dealing with people, although there are a lot of similarities you will still need to adapt to the person, which is only possible by trying to put yourself in their shoes, sometimes the best way to really understand what is the best way is by asking. There is no shame in asking what you as a manager do right or wrong in the eyes of an employee.

Another effective way to keep your development cycle ongoing and to learn new things is by adopting the following; 1) Attend workshops based on your area of interest. You will meet different people and will learn from their experiences. 2) Increase your network by going out to attend industry events, gatherings and don't hesitate to ask questions. 3) Never judge anyone as you never know that the other person may have a better idea and solution to guide you. Be open to innovate and improvise. 4) Seek advice from your mentors and teachers if you are stuck somewhere. This will unlock your potential to look from a different perspective. 5) Above all, be respectful to other's opinion, show respect to gain respect. This is also a learning.

It’s all well when you solicit feedback, regardless of the tool used, but if the feedback received is not applied, then honing in on your people management skills will be ineffective. Moreover, seeking helpful information or constructive criticism can definitely increase performance and open the doors to continuous learning. Imagine investing time in asking and learning about how others experience working with you and leveraging that to align more with your organization's or team’s goals, creating a plan for growth within your role, and improving relationships. This is only possible if you take the feedback and formulate better decisions to improve and increase performance.

I had a boss that conducted skip level meetings about my leadership style, what was working, what was not, etc. It was some of the most valuable feedback I could receive as my team could open up and be honest with autonomy. I’ve also worked for a company that promoted 360 coaching. It fostered a collaborative, open team who wasn’t afraid to provide criticism and actually led to increased accolades.

If people do not trust that you will handle their feedback "constructively" they will keep it to themselves or tell you what you want to hear. Be a leader that attracts honest feedback by being transparent and engaging.

To be a leader, you must be able to absorb criticism. Seek advise and feedback. Only way to progress is by having an open honest communication and promoting a culture of respect and learning from other's experience. Having a regular feedback loops allows you to rethink, innovate and improvise if needed. Treat your team and others in the same way as you expect to be treated.This way you can build solid relationships based on mutual respect. In my experience, having discussions with your stakeholders, peers and even your clients, can open up new avenues and interesting ways to approach a scenario.

Also seek feedback that is given to you indirectly. If you hit it off with a person or team very quickly, what happened? What did you do, how did you act and react, how was the flow? The biggest surprises might come from encounters which didn't appear incredibly positive or productive in the first place. How did you turn the situation around? How did your perception change? Perhaps you can engage the other people in the reflection process.

In my opinion, Leadership is not a role that is given, it is earned. if you are a true leader, you don't have to practice the skills, as you will be using them regularly. The more you apply, the more you will learn. In order to achieve this, one must do the following; - Respect other's opinions and ideas - Learn by mistakes and avoid repeating them - Take ownership of your team and protect them from harms way - Be the go to person in times of crisis - Empower your team, mentor them and then delegate - Encourage transparent communication and promote an empathetic culture - Be the one who asks the team "JUMP" and they respond " HOW HIGH!" This is what makes you different from being a Leader as oppose to being a boss.

You do not become a leader and then develop team leader skills, you exhibit them in any title or designation. -Team leader is someone who creates the symphony even when every team member approaches from their experiences, exposure, intent and circumstances. -Knowing the appropriate and inappropriate questions can help frame better camaraderie. -Knowing your team members career aspirations helps, invest time to know the members 1 to 1. -At all times, approach this from a non judgment space, else too much information of team members can lead to biases. -Remember as a team leader you play a major role in your team member's career growth. -To see so many people succeed, is the true reward, you actions affect many families and not employees

One thing that I’ve found to be helpful and a catalyst in building my leadership skills is taking on stretch assignments and projects. Some concrete strategies: 1. Working with a highly complex and matrixed organization 2. Managing a highly diverse group of individuals (demographic, work backgrounds, etc) 3. Leading projects that require you to influence senior leadership roles 4. Leading a project that is innately challenging and has failed in the past

Practicing your skills involves consistent and purposeful effort to refine your abilities. By engaging in deliberate practice, you can reinforce your strengths and improve areas of weakness. This could include applying newly learned techniques, repeating tasks to build muscle memory, or seeking challenging opportunities to stretch your capabilities. Regular practice enhances your competence, confidence, and performance. Remember that mastery takes time and dedication, so making practice a consistent part of your routine is essential for continuous improvement.

Mastering people management goes beyond learning – it entails consistent practice to adopt skills and transform them into habitual behaviors. Putting your newly acquired skills into action within real-life situations, whether during meetings, projects, or interactions with your team, helps firmly embed them into your repertoire. Additionally, actively seeking opportunities to practice, like embracing new assignments, assuming leadership roles, or spearheading change endeavors, to hone your abilities further. Through practice, you not only evaluate your knowledge but also enhance your self-assurance and gain wisdom from errors. This iterative process reinforces your growth, ensuring your people management skills become second nature.

Keeping up with trends involves staying informed about the latest developments in your field or industry. This includes staying updated on technological advancements, shifts in consumer preferences, emerging best practices, and market trends. Regularly reading industry publications, attending conferences, following thought leaders, and participating in relevant online communities can help you stay ahead of the curve. By staying informed, you can make informed decisions, adapt your strategies, and remain competitive in a rapidly changing landscape.

I read a lot of professional articles. or listen to podcasts. This keeps you informed of trends or new developments. I then discuss this with colleagues and decide for myself whether this trend is an added value for me. Sometimes I just try it out.

N?o podemos ficar parados no tempo..... A Adaptabilidade é uma das características mais importantes para qualquer Profissional, pois se há uma certeza, é essa: Tudo está em constante mudan?a e evolu??o! E estar antenado nas novas tendências, novas tecnologias para acompanhar esses movimentos aproveitando todas as oportunidades para agregar no dia a dia para uma entrega de excelência e alta performance.

Well trends are trendy and I'm not knocking them. A beneficial trend if it can be applied to a situation has its advantages. However I have seen trends being applied because they are deemed relevant when the reality is they were not a good fit. Sort of management click bait if you like. I have always been a fan of setting trends and being the trend setter. However if a manager continually grows and adapts to differing landscapes then it could be argued that that is trend setting. A manager can work within a corporate framework or strategy and still be slightly different and innovative and therefore a trend setter.

I think the most important skills required for people management are communication, collaboration, Empathy and Retrospection. If you are a leader, you might be applying most of these on daily basis - but learn and improve upon those. There are certain tools like 360 degree might help you to assess and improve yourself. Thanks

I think it is time to consider switching from management to collaboration, based on continuous learning, open communication that covers all work aspects, within a mutually supportive work environment that focuses on results. Hierarchical relationships and structures are no longer appropriate in most creative and service driven companies.

While external feedback is important to evaluate skills, more important is to learn from your own experiences. Everyone must spend some quality time reflecting upon their actions, reactions to understand if different outcomes could have been achieved. If so, what approach was taken vs required. Do I have the skills required, if not how to acquire and practice.

To be a trend setting go getter in today's workplace demands collaboration and that has to be from multiple sources. The I'm the manager you are my minion attitude still exists and in my experience managers who adopt this stance and refuse to acknowledge team ideas and input are doomed to stagnate and not progress. Those who look at the experience around them and choose which bits to adopt and take forward flourish and grow.

Don’t be judgemental. By far the most important aspect when it comes to people and their management. Take your time to evaluate and analyse before you jump to conclusions . Each individual is different,the perspectives are different,the circumstances are different.. What was a solution earlier may not be the right fit one now. Take time to reflect and think . Also another important aspect is how you Treat people -Treat them well with Respect,Dignity and Kindness.