Making better decisions is a crucial skill for new managers, but it can also be challenging and overwhelming. How can you help them develop their decision-making abilities and confidence? Here are some tips that you can apply as a mentor, trainer, or leader.
Before jumping to solutions, help new managers clarify the problem they are trying to solve. Ask them to describe the situation, the goals, the constraints, and the criteria for success. Encourage them to gather relevant data and evidence, and to avoid assumptions and biases. Help them frame the problem in a clear and specific way that guides their thinking and actions.
Helping new managers make good decisions is extremely important. Here's a quick rundown: - Be Available: Offer a listening ear. New managers need guidance and a sounding board. - Use Data Wisely: Teach them to make data-driven decisions, but caution against analysis paralysis. - Boost Soft Skills: Emotional intelligence matters. Help them read people and situations better. - Mistakes are OK: Let them know it's fine to mess up. Each mistake is a chance to learn. Peter Drucker - "Whenever you see a successful business, someone once made a courageous decision." If this resonates with you, why not give it a like? #DecisionMaking #LeadershipDevelopment #NewManagers
The Learning & Development (L&D) department can help managers make better decisions through various means: ?Leadership Development Programs ?Access to Resources ?Feedback and Coaching ?Scenario-Based Learning ?Peer Learning ?Technology and Data Analytics ?Continuous Learning ?Assessment and Evaluation ?Customized Development Plans The above provides the managers the right decision-making techniques, help critical thinking, problem-solving, and up-skill them to use data to make better decisions.
It is very important to be a all time listener , analyze , benchmark before arriving at a conclusion or decision. Purely when it comes to decision the jump the gun mentality should be a hard stop. Always to be aware of what is coming to it in the future when a decision is made , mistakes are OK. But repeating the same or allowing to repeat is something everyone to be cognizant. When pros and cons are analyzed , bench marked and everyone stake holders are involved and aware of the next steps then you go , no second thoughts ... Cheers to the new managers #decision making #smart way forward
One thing I found helpful is being supportive, having patience! Always remember that someone gave you a chance a while ago!
Supporting new managers to make better decisions is key for organizational success: Invest in tailored training programs Pair with experienced mentors for guidance Ensure access to relevant data Encourage seeking input from team members through collaboration Teach critical thinking with scenario analysis Understand & mitigate risks effectively Implement structured feedback for learning Develop leadership skills, emphasizing empathy & clear communication Promote ongoing education and staying updated Encourage diverse perspectives in decision-making Empowering new managers in their decision-making journey is crucial for their growth & the organization's success. Let's nurture our future leaders!
Once the problem is defined, help new managers generate and evaluate different options. Ask them to brainstorm as many ideas as possible, without judging or dismissing them. Then, help them analyze the pros and cons of each option, using data, logic, and intuition. Help them compare the options against the criteria for success, and to consider the risks and trade-offs involved. Help them narrow down the options to the most feasible and effective ones.
Yes, let me emphasize on the importance of "Scenario Planning" in helping new managers make better decisions. Scenario planning is a strategic decision-making tool that involves creating and analyzing multiple future scenarios to anticipate potential challenges, opportunities, and outcomes. I have found scenario planning, a valuable tool for new managers because it encourages them to think critically, anticipate challenges, and consider various possibilities. By using this approach, they can make more well-informed decisions that are aligned with the organization's goals and adaptable to changing circumstances. It's a proactive strategy that can enhance decision-making and risk management in complex and uncertain environments.
Once you understand what the problems are, now it's time for you to explore your solutions. You can use Eisenhower Decision Matrix to define the level of importance and the degree of urgency. Using this decision matrix will help you decide whether to address it right away or whether you can delegate it to your team. Not all problems have to be addressed right away. So, you can use your time, energy, and focus effectively to address the problems that will give the most impact to your key objectives and goals.
After defining the problem, guide new managers in the process of generating and evaluating options. Encourage brainstorming without judgment, analyse pros and cons using data and logic, align options with success criteria, and assess risks and trade-offs. Support them in selecting the most feasible and effective solutions.
Toda ideia é útil, para que depois de juntas as ideias, seja aplicado um filtro de relevancia e aplicabilidade. As pessoas de maior sucesso do mundo come?aram com ideias “irrelevantes” até alcan?ar o êxito. Ideias s?o como diamantes, têm de ser lapidadas para entregar o produto final.
After exploring the options, help new managers make the final decision. Ask them to justify their choice, based on the evidence and analysis they have done. Help them anticipate and address any potential objections or challenges they might face. Help them communicate their decision clearly and confidently, explaining the rationale and benefits. Help them seek feedback and support from others, and to acknowledge and appreciate their contributions.
To help new managers make better decisions, you can do a few things. First, teach them the skills they need for like solving problems and thinking critically. Connect them with experienced mentors who can share their knowledge. Also, make sure they have the right information and tools, and training. Encourage them to talk with their team. It's important for them to learn from their decisions, whether they work out. By doing these things, you can help new managers become better at making decisions and leading their teams.
To make the most informed decision, a manager needs to evaluate options against established criteria such as feasibility, cost, risk, and whether or not they align with organizational needs and goals. They need to weigh the pros and cons, seek input and feedback from stakeholders, and consider any long-term implications their decisions may have down the line. Once a solution is in sight, it's time to set time-frames, develop an implementation plan and monitor progress made in the implementation process, and make all the necessary adjustments to address any unforeseen challenges.
- One thing I found helpful is to provide assistance in developing framework to enable prioritizing decisions. We develop set of tenets for product and team governance as well, that allows to set respectful guidance for team collaborations. This includes at minimum, consideration of benefits, risks and long-term consequences. -Regarding seeking feedback and support, I like the process set by Amazon for receiving inputs from people you work with, encouraging open communication at all times.
Once you have the information and data needed, you can choose the best solution. Often times, you may not have the complete data to make a quick decision. In this case, use the available data and consult your stakeholders and SMEs on the best solution.
After exploring options, assist new managers in making a final decision. Encourage them to justify their choice using evidence and analysis, anticipate and address objections, and communicate the decision confidently, explaining the rationale and benefits. Encourage seeking feedback and support from others while acknowledging and appreciating their contributions.
Once the decision is made, help new managers execute it. Ask them to create a detailed action plan, with specific steps, deadlines, and responsibilities. Help them monitor and measure the progress and outcomes of the solution, using relevant indicators and feedback. Help them adjust and adapt the solution as needed, based on the results and learning. Help them celebrate and reward the achievements and improvements, and to reflect and learn from the experience.
Managers should focus on bringing about the best possible outcome. They should provide the necessary training, leadership support, and resources to team members if it is needed to better execute the chosen solution. They should continuously measure and evaluate the impact of the implementation against predefined goals and KPIs and assess any progress made. They must analyze the data and seek stakeholder feedback in order to identify any areas fit for improvement and make any ongoing adjustments as needed. Finally, they should address any possible resistance to the implementation process, and celebrate milestones and achievements, looking ahead at the successes and potential failures during final outcome evaluations.
When planning to implement the solution, be sure to provide the reasoning behind it and how it will get implemented and monitored. You may need to create a communication plan so that everyone will be able to gain the right information at the right time. Minimize the risk by addressing problems in implementation right away, and be ready to iterate your approach accordingly for a smoother process.
Once the decision is made, help new managers execute it. Ask them to create a detailed action plan, with specific steps, deadlines, and responsibilities. Help them monitor and measure the progress and outcomes of the solution, using relevant indicators and feedback. Help them adjust and adapt the solution as needed, based on the results and learning. Help them celebrate and reward the achievements and improvements, and to reflect and learn from the experience.
Um plano de a??o ele segue um padr?o para que seja definido: o quê, quem, quando, onde, por que, como, quanto custa.. mas o que vc escreve em cada defini??o pode mudar. O plano de a??o tem como objetivo deixar de forma clara e especifica como alcan?ar o sucesso. As coisas positivas se mantêm, o que n?o deu certo tem que ser mudada a estratégia (o quê).
Beyond the process, help new managers develop the mindset that supports better decision-making. Help them embrace uncertainty and ambiguity, and to see problems as opportunities for learning and growth. Help them cultivate curiosity and creativity , and to seek diverse perspectives and inputs. Help them foster resilience and courage, and to cope with stress and setbacks. Help them practice self-awareness and self-regulation, and to recognize and manage their emotions and impulses.
If they now have direct reports (or even indirect reports whose work they oversee in a dotted line capacity) as part of their new role as a manager, they will need to get into the habit of sharing the decision making instead of feeling they need to figure it all out on their own. They should rely on their team's input and expertise - as those colleagues may often be closer to the factors impacted by (or impacting) the decision outcome than the manager is. This requires practice and habit building, especially for those who were promoted to a new manager because of their tendency to dive into issues and come up with good solutions. It's also a great way to empower the whole team and build their skills, so that everyone grows together.
Decision-making is a skillset so new managers will need to develop this "muscle" overtime. Be confident in your decisions, ensure that you have looked all the options, and learn from your mistakes.
Developing a better decision-making mindset is crucial for new managers and it begins with fully understanding the business’ goals, values, and long-term strategy. This helps new managers to align decisions with the overall objectives of the company. They must also ensure their decisions are based on accurate and relevant information. This means encouraging open communication within the team and seeking input from all parties. They should evaluate potential risks and benefits associated with each decision. Consider short-term and long-term consequences and be prepared to mitigate risks where possible. Most importantly, they should accept that they will make mistakes and view them as opportunities for learning and improvement.
- To enable making decisions better for new managers, most companies I have worked with, provide focused training program that includes case-studies that are inclusive of various scenarios to ease into practicing decision making in a controlled environment. - Beyond formal training, hands-on mentorship or shadow opportunities help to drive the skills home. I have found though that this is may depend on the team/organization/manager you work with and their investment in supporting new managers.
This is the most important aspect or call it a trait in an individual, would be positive & an open mind, because there would be failures may be some decisions would be hasty. Hence a thoughtful process is necessary. Never mind failures, just stay focused on positives.
Finally, help new managers improve their decision-making skills by providing them with constructive and timely feedback. Ask them to assess their own performance, and to identify their strengths and areas for improvement. Share your own observations and insights, and to highlight their achievements and challenges. Provide them with specific and actionable suggestions, and to link them to relevant resources and support. Encourage them to apply the feedback to their future decisions, and to track and celebrate their progress.
To enhance their decision-making skills, guide new managers through a feedback-driven improvement process. Encourage self-assessment, self-identifying strengths and areas for growth. Share your observations, acknowledge achievements, and address challenges. Offer specific, actionable suggestions, connecting them to relevant resources and support. Emphasise the application of feedback to future decisions, tracking progress, and celebrating achievements. This iterative approach fosters continuous improvement in decision-making.
Decision making is a combination of: - Understanding the context of the issue - The availability of information relevant to the issue - The experience of facing similar issue - The appetite to take a risk So to improve the decision making process, those 4 things need to be improved as well. New managers usually lack in those areas; not because they are not capable, but because they are still in early stage to learn all of those things. So to improve it, they need to have opportunity, chance, access, and support to learn and improve their ability in those 4 areas.
I would add here the power of asking for help, and recognizing when you need to do so. Relatively correlated, having a "board of directors", a small group of mentors who you can always trust in giving you the feedback that either pushes your (sometimes) uncomfortable decisions or not so obvious ones.
In addition to the steps mentioned, to help new leaders/managers, it is important to create a culture of continuous learning and sharing your lessons learnt from the past. -Learning from ones mistakes would help the other to not repeat it. -Learning also includes learning to be self-aware and understanding how one's emotions could impact choices they make.
To help new managers make better decisions, provide them with mentorship and training programs focused on decision-making skills. Encourage data-driven approaches, teaching them how to gather, analyze, and interpret relevant information. Promote a culture of open communication, where seeking input and feedback is encouraged. Encourage them to consider the long-term implications of their decisions and to be adaptable in response to changing circumstances. Offering guidance, resources, and opportunities for practical experience will empower new managers to make informed, effective decisions that benefit both their teams and the organization.
[1] Shift the focus from always making the 'right' decision to learning from every decision. Encourage new managers to view decisions as experiments and opportunities for learning. This approach reduces the fear of failure. [2] Establish a process where decisions are periodically reviewed to evaluate their effectiveness and learn from the outcomes. This process should be non-punitive and focused on learning and improvement. [3] Facilitate opportunities for new managers to interact with peers from different departments. This exposes them to different perspectives and approaches, enriching their understanding and broadening their thinking, which is crucial for making informed decisions.