How can a new manager develop effective leadership skills?

It's a good idea to figure out what you excel at and areas where you can improve. The key is to make your strengths even stronger and work on your weaknesses so they don't hold you back. By enhancing your strong points, you naturally become more capable and better positioned for personal and professional advancement.

A new manager can develop effective leadership skills by seeking feedback from their team, peers, and superiors to identify areas for improvement. They should actively listen to their team members, provide clear expectations, and offer support and guidance. Continuous learning through leadership development programs, reading relevant literature, and seeking mentorship can also aid in skill development. Building strong relationships, fostering open communication, and leading by example will enable new managers to establish credibility and inspire their team to achieve their full potential.

It is said that God lies in details; so a leader (new or old) needs to gain the trust of his team through proper data share.... It's always good to focus on data for any kind of deliverables.... In this way , performance can be monitored and corrective actions can be planned instead of analyzing or criticizing performer.... Performance I feel is more important than performer....

Consider taking the Strengthsfinder assessment to see what your Top5 or full 34 strengths are. As a new leader, knowing your strengths gives you better self-awareness, allows you to perform your best leading to more effective decision making and problem solving. Additionally, knowing your strengths helps in communicating expectations, assigning roles and providing feedback. A strengths based approach to leadership focuses on leaders being aware of their gaps but working to achieve excellence through their strengths.

A new manager can develop effective leadership skills by prioritizing communication, fostering a positive work culture, and building strong relationships with team members. Actively listen to employees, provide constructive feedback, and encourage collaboration. Develop a clear vision for the team, set realistic goals, and lead by example. Continuously seek opportunities for personal and professional growth, staying informed about industry trends. Embrace adaptability, demonstrating resilience in the face of challenges. Finally, delegate responsibilities wisely, empowering team members to excel. Continuous self-reflection and a commitment to ongoing learning will contribute to the development of a well-rounded & effective leadership style.

I encourage all new leaders to get a coach or find a mentor. Mentors or coaches help you build self-awareness, build confidence and navigate through transitions. I have always found mentors and coaches to be so valuable by providing accountability and development.

Finding a mentor is one of the most important tasks for a developing leader. The mentor should be skilled at creating a safe space where the new leader can exhibit vulnerability and admit to short-comings. Only this will create an atmosphere where true personal development can take place.

There are two additional aspects to this: 1. Leaders who coach and mentor themselves will always have a great following. Learn these skills! 2. Your kids can also be great leaders. Don't forget to look there as well!

The value of learning from other leaders is immense. Reflect on your experiences with various leaders, noting what actions were most effective, as well as those that were less so. Additionally, take the opportunity to connect with your new managerial peers. Ask them about their early experiences and what they wish they had known when they first became managers. Their insights can help you identify and start practicing key leadership skills. It's also beneficial to find a mentor or coach, someone with experience who can guide you through this new phase of your career and aid in developing the skills you need to be successful in your managerial role. This approach will enrich your understanding and effectiveness as a new leader.

Clear communication looks different for everyone. Adapting and flexing your communication style to the preferences of those you work with is what makes new leaders successful. One tool I use is Everything DiSC. This assessment identifies your communication style tendencies and it also helps you identify the tendencies of others as well. If leaders only communicate according to their preferences, they are likely to be ineffective most of the time. The Everything DiSC assessment also provides leaders with an online platform where they can access real-time strategies for effective communication with members of their team, and across the organization. This has proven to be a game changer for my clients, and it also works at home!

Communication is essential. Hone your emotional intelligence skills any chance you get and make it a daily practice. How to speak to the heart of the issue with respect. How to address tough issues without falling into the trap of avoidance. How to give and receive feedback. Self-awareness is key.

For a new style. Be Clear and Concise: In your communication, be clear and concise. Avoid jargon or overly complex language, and use straightforward and professional communication. This will help ensure your messages are well-received and understood.

Communication is critical. I often see people coach and mentor individuals to demonstrate more "extroverted" communication tactics. If those do not resonate with you or feel authentic, I'd encourage you to find people who communicate like you and learn from them. There are so many powerful introverted communicators, and their styles may be just what you need. Bottom line: develop your skills and be mindful on your communication strengths and what sets you apart from others; this is your "gold."

Remember that communication is a two way street. One of the best skills that I have learned is to always speak last on a topic. I can introduce it and lay the foundation for the discussion, but I have had much more success when I have said nothing about my opinion, instead asking everyone elses first. This basic but power method ensures that everyone feels heard, helping to establish a strong trust relationship.

Part of a job if a leader is to develop and empower others. Don't be the bottle neck. Give people bought scaffolding and support to do what they need to do and get out of their way and don't take it away when they make a mistake. Help them become stronger. Lead to empower others not disempower them. And know you can't do it all yourself or you'll become a bottleneck and get in your team's way

When you ask people with a manager about their biggest frustration, they often state micromanagement. So new managers should always be aware of this. And it is especially important for managers who were promoted from a specialist role to become the team's manager. Being a great specialist does not make you a great manager and one of the main ingredients to early success is how well you can take some distance from the work you were so good at. Trusting your team is key here.

Numerous resources are dedicated to mastering delegating and empowering others, underscoring its significance in management. Moving from an individual contributor to managing others is challenging. Recognizing that you can’t do everything alone is key, and working collaboratively with your team is essential for reaching goals. Understanding your team’s developmental needs is crucial for effective delegation and empowerment. Honing the skill of developing others is vital, even beyond having a managerial title. Situational Leadership is a useful framework for assessing employee needs and the support they require, ensuring your team is well-prepared for their tasks.

Your success as a leader is ultimately driven not by the work that you do, but by the work that your team do. This can be really scary as a new manager as you have to hand over control. The best question that you can always ask your team members is "what do you need to get your task done?", but then leave them to get on with it.

Leading by example or modeling the way is really a foundation principle of leadership. Too many leaders behave in a particular way and have different expectations of their teams. Underestimating the power of your personal example is one of the key sources of leadership failure. So make sure you lead by positive example. Actions speak louder than words!

To become a successful leader, it's important to be approachable. This means actively listening to your team's concerns and ideas and creating an environment where everyone feels comfortable expressing themselves. Building trust takes time, but it will grow naturally if you communicate openly with your team. Share both successes and challenges, and be willing to admit when you've made an error or struggled with a concept/task. Don't set expectations you wouldn't be willing to uphold for yourself either. This builds respect and shows a shared commitment to the team's success. By consistently exhibiting these qualities, you'll strengthen your team's trust in your leadership and inspire a culture of collaboration and shared responsibility.

Yes, model the behavior you want to see in others - emotional courage and honesty, integrity, listening to understand especially when you disagree, being curious, creating psychological safety so people tell you their true perspectives vs. what they think you want to hear.

Yes, model the behavior you want to see in others - emotional courage and honesty, integrity, listening to understand especially when you disagree, being curious, creating psychological safety so people tell you their true perspectives vs. what they think you want to hear.

Leading by example has always been a hard one for me. Being someone who consistently goes above and beyond, I have no expectation that my team will do the same. I am here to serve them, and so my needs come secondary to theirs. What I do find with this approach is that my team will then start to look to support my needs as well. If we refocus what we might think about leading by example to displaying the values that you want others in your team to mirror, that will be more powerful than anything.

Understanding your role and expectations is the very first step. Next will be to understand your team as they are the people who are going to get things done for you. Make a note of your key stakeholders and plan your connects. Seek timely feedback and give feedback.

Never stop learning -- the best leaders know its a continuous journey to self-improvement and growth. Leaders are emotionally intelligent, treat people as people (not objects) and build supportive relationships. All the while, leaders don't forget to build vision and strategy and be adaptable. Being a leader means you should spend as much or more time on growing your team, delegating and empowering them at the level of readiness they are prepared for and leading by example!

My belief about leadership is we lead from who we are. Given this philosophy, you bring your strengths and areas for development with you. The most important element as a new manager developing leadership skills is to actively seek and be open to feedback, from above, below, and beside (superiors, team members, and peers). Constructive feedback can provide valuable insights into areas that may be a blind spot for you. Be proactive in seeking feedback by actively asking for input from peers, supervisors, and team members on your performance, projects, and interactions. See feedback as a a gift and approach multiple sources. Avoid being defensive and making excuses, as this can hinder the feedback process and your opportunities for growth.

I consistently recommend to new managers that they read 'The First 90 Days' and treat it as a guidebook for personal and professional growth. It provides essential insights on navigating challenges and advancing in their careers.

If you are new in the role-> understand your role expectations as clearly as possible. Expectation setting is often missed and is the biggest step to becoming successful in your new role. Your manager's expectations from you and your expectations from your team. Give space and time to people, and build relationships and trust. Approach people with empathy and compassion. These 2 dimensions in my experience are critical for a new manager to be successful.