You're facing direct report resistance. How can you assist a new manager in handling it effectively?

Starting as a new manager can be challenging, especially with resistant direct reports. Here’s how to assist effectively: 1. Encourage Open Communication Promote transparency. Suggest one-on-one meetings to address concerns. 2. Build Trust Help the manager be approachable. Suggest team-building activities. 3. Set Clear Expectations Ensure goals and expectations are communicated clearly. Provide regular feedback. 4. Offer Training and Resources Provide leadership training. Share resources on conflict resolution. 5. Lead by Example Demonstrate positive behavior and support.

Listen actively to concerns. Clarify expectations and goals clearly. Provide support and guidance. Foster open communication. Encourage team involvement in decision-making. Address issues promptly and constructively. Build trust through consistent actions and transparency.

Implementing the following steps can help new managers effectively handle resistance and foster a cooperative team environment; 1. BUILD TRUST (Get to know your team and understand their concerns) 2. COMMUNICATE CLEARLY (Set transparent expectations and goals) 3. SEEK FEEDBACK (Encourage open dialogue and listen actively) 4. PROVIDE SUPPORT (Equip your team with necessary tools and training) 5. LEAD BY EXAMPLE (Model the behavior you expect from others) 6. ADDRESS CONCERNS (Tackle the root causes of resistance empathetically) 7. CELEBRATE WINS (Recognize and reward achievements to boost morale)

Open communication fosters trust among team members by creating a transparent environment where ideas, feedback, and concerns can be freely shared. It encourages collaboration as team members feel valued and respected, leading to better teamwork and collective problem-solving. Clear communication ensures that everyone understands their roles, responsibilities, and goals within the team and organization. It reduces misunderstandings and conflicts arising from miscommunication, aligning efforts towards common objectives.

Treine o gerente para praticar a escuta ativa, onde ele se concentra totalmente no que o outro está dizendo, faz perguntas esclarecedoras e repete o que ouviu para confirmar a compreens?o.

Start by clearly articulating the overarching vision for the team or organization. Describe the desired future state and the purpose that guides your team’s efforts. Example: "Our vision is to become the industry leader in innovative solutions that improve customer satisfaction and operational efficiency." Define specific, measurable goals that support your vision. These goals should be achievable within a set timeframe and align with the broader strategic objectives of the organization. Example: "Our goal for this year is to increase market share by 15% through launching two new product lines and expanding into new geographic markets."

Empathy demonstrates that you understand and acknowledge the concerns and feelings of others, fostering trust and rapport within the team. Assertiveness ensures that your perspective and goals are clearly communicated, maintaining clarity and direction. Empathy helps de-escalate emotions and reduces defensiveness, creating an environment where conflicts can be addressed more openly and constructively. Assertiveness ensures that issues are addressed directly and solutions are sought, preventing avoidance or unresolved tensions.

Colocar-se no lugar dos subordinados e entender suas perspectivas. Isso ajuda a criar uma conex?o mais forte e a construir confian?a.

Feedback from team members provides valuable insights into blind spots or areas where improvements can be made. It offers a different perspective and helps uncover issues that may not be apparent to leaders. Example: "Your feedback on our team meetings highlighted areas where we can improve our communication and efficiency." Actively seeking feedback demonstrates that you value your team members’ opinions and perspectives. It fosters a sense of trust and respect, encouraging open communication and collaboration. Example: "I appreciate your insights on the project timeline. Your input helps us make informed decisions."

O gerente deve estar aberto a receber feedback dos subordinados sobre sua lideran?a e gest?o. Isso mostra humildade e disposi??o para melhorar.

One size doesn't fit all in management. I'd encourage new managers to experiment with different approaches to communication and delegation, observing what resonates best with their team. Sometimes a more collaborative approach is needed, while other times, a more directive style might be more effective. It's about finding the right balance that fosters both trust and productivity.

Choose the right management style to suit the direct reports need. This helps them trust their managers and reduce the resistance thereby helping in the success of the team

In my experience, building trust and rapport with direct reports is most important. This involves regular one-on-one meetings, active listening, and recognising individual contributions. When employees feel valued and heard, they're more likely to embrace change and be receptive to their manager's guidance. It's also important to provide constructive feedback that focuses on specific behaviors rather than personal attacks. This helps build a culture of continuous improvement where feedback is seen as a tool for growth, rather than a source of conflict