You're transitioning to a new career in People Management. How do you overcome the most common challenges?

When I first decided to move into People Management, I thought it would be easy because of my experience in other roles. But I quickly learned that it wasn’t as simple as I expected. I remember the first time I had to help two team members resolve a disagreement—it felt like I was in unfamiliar territory. I wasn’t sure if I had handled it well or made things worse. That moment made me realize that managing people required new skills and a deeper understanding of how people think and feel. I knew I had to learn more, so I started reading about leadership, asking for advice from experienced managers, and really listening to my team.Over time, I saw positive changes. My team became more open and worked better together.

One of the main things I did when started managing people was getting guidance from the manager that worked with the team before, then only I saw what day activities and skills we require in the position and I could realise there were different forms to approach same situations and getting good results using different techniques either mine or from my colleagues, I could highly recommend for people who is the starting managing people to talk with the one who was responsible before them and ask for tips and strategies that they used successfully!

Transitioning to a career in People Management brings its own set of challenges, but these can be overcome with the right mindset and strategies. First, embrace continuous learning to understand the nuances of managing diverse teams. Building strong communication skills is crucial, empathetic dialogue fosters trust and collaboration. Developing emotional intelligence helps in understanding and addressing team members' needs effectively. It's also important to establish credibility by demonstrating both competence and integrity. Lastly, seek mentorship from experienced leaders and be open to feedback. By staying adaptable and resilient, you can navigate the complexities of people management and inspire your team to achieve their best

In my experience this can be the most challenging aspect of the role. This varies for each of us since we all have different personalities and "comfort zones". If you thrive on conflict, you might need to dial it back in a conflict situation since your facilitating and guiding. If you're a conflict-avoider you'll need to learn some techniques that help you build confidence and comfort in addressing team member conflicts. Finding tools and training that let you role-play this interactively will be helpful.

Too many times, we copy the traits of difficult managers that we have worked with, putting our teams through the situations that we cribbed about, and expecting them to behave a certain way. While leading teams, people managers must be cognisant of the make-up of their teams, their styles/ personalities, their preferred work style which could be a function of their background and generation…and adopt a management style accordingly. Another way is to ask yourself- what kind of a people manager you want to become & work hard to become one. While there are many helpful models/ frameworks available out there, a good people manager: 1. Empowers his/ her team 2. Challenges them enough to help them grow 3. Care for them genuinely

Be a sponge! You have exposure to learning moments everyday by observing other people managers in your organization. This doesn't mean you emulate them. It means you learn what works for them and what might not work. Then you can determine what you can adapt for your style and personality.

1. Invest in Personal Development: Seek out training programs, workshops, or courses in people management and leadership. 2. Seek Mentorship and Coaching: Connect with experienced mentors or coaches in the field. Their guidance can provide invaluable insights and advice tailored to your specific challenges. 3. Embrace Continuous Learning, Never Stop: Stay updated on the latest trends and best practices in people management. Read books, follow industry blogs, and join professional networks. 4. Solicit Feedback: Feedback (positive and constructive!) from your team and peers can help you identify areas for improvement and track your progress. Lean into it and make yourself open and vulnerable!

Watch, listen and learn. Be openminded. Be humble. Show respect. Show curiosity. Demonstrate knowledge and experience. Be proactive. Think out of the box. Be flexible.

Let's start with three key points: 1) Your leadership has observed and evaluated your aptitude and performance. They see that you have what it takes to start this journey in one of the most vital roles in the organization. So take a minute and let that sink in! 2) You don't have to know everything on Day 1 or Year 1. Being resourceful about finding answers and directing team members to the SME on a topic are a huge part of what you will do as a People Manager. Over time you will build more experience you can share with your team members. 3) Make a list of people who can mentor and coach you in this role. Peers, your leaders, others in leadership in your organization. I have found guidance through the years in all sorts of settings!