How do you become a junior manager?

First and foremost, learn the difference between a manager and leader. A manager is someone who controls the activities of group members who are pursuing the same goal, while a leader is someone who influences and motivates others to succeed.

The key is not to assume you get there by simply being good at your (non-manager) role. Instead you should show your senior managers you already have the skills. Volunteer for projects, show an interest in the company outside your bit, practice exercising judgement (good judgement comes through practice). Make sure senior staff know you want to be a manager too, otherwise they may assume you are happy where you are, and that will suit them if you are very good at your current job!

A few insights from my experience esp when transitioning from an SME to a manager: - power skills gain importance - assess skills relevant to the role of manager: ability to manage self, engage effectively with others, manage stakeholders, goal-setting, building hugh-performjng teams, building reailience, dealing with ambiguity - pulse check on what are your strengths and focus areas, what is critical to success and then create a roadap to developing these - if transitioning into the role in the same team, there is a distinct change in work relationship: from peers to supervisors... appreciate the criticality - demonstrate confident humility - seek feedback / feed-forward proactively

Decide if you like people…I’m Not joking! So many people like the idea of being a manager…title is everything for some! But actually asking if you have the strengths required to manage: compassion, collaboration, empathy, communication, developing others, relationship building, strategic mindedness, emotional control, resilience, leading…because managing does involve the behaviour of leading!

Recognising and overcoming Imposter Phenomenon or Syndrome is key to many people who experience the very real and specific form of intellectual self-doubt. It disproportionately affects high-achieving people, because they find it difficult to accept their objective success. But perceptions do not always mirror reality. Techniques of overcoming imposter syndrome take time and practice, but they can help to alleviate negative thoughts. Grounding one’s thoughts in reality and giving permission to be kind and understanding to yourself instead of judging and self-doubting can help to maintain a practical perspective, allowing self-growth.

I agree with you and believe that the most crucial factor for the hiring of new managers is trust from senior and executive leadership. Without it, it becomes very difficult, if not impossible, to receive an opportunity to become a new manager. Therefore, invest in building this trust with your managers and leaders to ensure you are seen as a reliable and suitable candidate for management positions.

Focus on expanding your network and reputation inside your company if you want to rise to the position of junior manager. Actively look for chances to work with coworkers from other departments so you can demonstrate your commitment and abilities. Participate in cross-functional projects, go to business events, and show interest in assuming leadership roles. Develop a good rapport with supervisors, coworkers, and other key figures in your organization. Additionally, have a strong work ethic and constantly produce work of the highest caliber. Developing a solid reputation as a proactive and dependable team player will help you develop into a junior management position.

The best way to BECOME a manager/leader is to start managing and leading! It's not about title or position, it's about being proactive in stepping up and getting things done without being asked. This is both how you develop your management and leadership skills...and how you start being seen by others as having management and leadership potential.

When interested in a higher-level position, study the skill set (competencies = knowledge and skills) and behaviors of those who are already successful in that role. Build relationships with them and learn from them. Be strategic and identify impactful learning and growth opportunities such as courses, workshops and books to read. Volunteer and help out with tasks where you can. If you consistently demonstrate strengths and behaviors that are required to be successful in your desired new role, you will be recognized as a suitable candidate when positions open up in your company - and you would also be able to confidently apply for positions elsewhere.

As we navigate the career matrix, focus on P.I.E. - Performance: which I am sure is key area - Image: how do you position yourself, your brand image - Exposure: how many people knownof you beyond your core work area? this is an are which folks usually do not focus on proactively. Thus the need for strategic networking - create a networking map for yourself... for your current and future... Do you advocates, who are your stakeholders : basis interest and influence... how are you managing them? Who can be detractors.. how to convert them? In today's world: your network is your networth.

Be the "Sherlock Holmes" to understand why successful people are promoting and learn from them. Don't copy them adapt their behaviors to your style and brand.

As the oft-repeated yet highly relevant saying goes, "You are the average of the five people you spend the most time with"... Surround yourself with successful professionals and learn from their managerial style. Take up any opportunities to be mentored by highly effective and proven managers. It will help you to mature as a professional.

What is a junior manager?? Doesn’t sound too good…this might be your first leadership challenge in deciding whether to become a junior manager or to run away from a poorly structured role that is not set up for success. If you are going to learn from others, make sure to focus not only on what others do but more importantly what they don’t do and why???

Estar aberto a novas experiências e, principalmente, interessado em aprender com outras pessoas irá lhe destacar perante um universo de profissionais que dedicam pouco ou quase nenhum tempo para essa tarefa!

Research shows that those individuals that have mentors progress much more quickly. If your organization doesn't have a formal mentorship program, don't hesitate to ask someone to be your mentor. Most seasoned leaders are more than willing to help truly interested individuals as mentors and/or sponsors. Ask if you can meet them for virtual coffee or lunch once a month to ask them questions - or if you can job shadow them. It's a great way to learn leadership skills - watch someone who is really good at it - in action!

Path to success in any new role- 1. Unlearn, learn, relearn 2. Hard work, patience and humility Bigger role with great responsibility??

To advance to the next career level, such as becoming a junior manager, it's crucial to actively acquire skills and adopt a "Learn it all" attitude. Continuous learning is a key factor in long-term career success. Even if you secure a promotion without enhancing your skills, sustaining in that role may be challenging, and it might become the final stage in your career. Embrace a mindset of ongoing learning for sustained professional growth.

As a busy professional working to meet the needs of an ever-changing business environment, it can be challenging to make time to learn - even when the company is providing workshops or other learning resources. Despite the difficulty, it's critical to prioritize yourself to ensure that you remain relevant. Try lots of things, pay attention to the things that inspire you or light you up. The more you learn and the more you know, the more opportunities will be available to you.

Lead from wherever you are--start by finding leaders you admire and emulate the characteristics that ring true for you to find your leadership style. Don't wait to be chosen--lead from the position you are currently. Show that you are ready by asking for more responsibility. Make it known that you want to grow

Become a subject matter expert in a couple of areas. Take time outside you work hours to develop a sound knowledge base. Attend seminars... conferences and make connections with others.

One of the best ways to achieve early success is to get a good mentor. A good mentor can help you on this journey because he/she has “been there and done that”. Talk with the mentor on which strengths or areas of improvement you wish to work on. The list of desired outcomes will be long, but be patient, focused and diligent with your mentor. A mentor who is also equipped with coaching skills is even better.

Interview the people you work for and with about what it is like to work with you. You may say, " I really value your input, and I wanted to get your input on your experience of working with me. Here are some great questions to use when requesting feedback: What am I doing well that you want me to keep doing? Is there anything I currently do that you would like me to do differently? Is there anything that I don’t do that you would like me to start doing? What 2-3 things would you like me to work on over the next two months?

I wonder why many shy away from soliciting feedback, it’s the best thing that can ever happen to you providing its genuine and honest without the fear of consequences.

I’ve heard it said before that we are often our own biggest critics. In this case, I think that’s what’s needed. An honest look in the mirror at your mistakes or failures can often give you much of the feedback you need. We often know what mistakes we made, or why a project failed, and seek feedback from others to validate. In the case of feedback to learn from a mistake or failure, the person staring back at you in the mirror is a good place to start.

Feedback is the breakfast of champions. One should actively seek it, reflect on it and decided when and how you will use it. Get feedback in iterations. Get one set of feedback. Decide if you want to act on it, check with your coach or your mentor if your actions will get your the outcome that you desire and do it. Then get feedback if your actions were successful. Getting feedback for the sake of it and not doing anything constructive about it, will not serve you.

Identify how people wants to be manage early on. Lots of managers makes the mistake of it’s my way or the highway approach of management. That approach will demoralised the team and reduce productivity. Use the management style that fits with individual needs. The one size fits all approach does not work because people are not robots.

Seek out and demonstrate leadership in “stepping stone” activities and also become a student of leadership. Lead a community service/team building project. Take an officer role at a non-profit or diversity group. Volunteer to back up a manager at leadership meetings or when they are otherwise out of the office. Become a student of leadership and crystallize the vision for your own leadership style. Listen to podcasts and read books like the classic, The Leadership Challenge by Kouzes and Posner. Read biographies of men and women who’s leadership experiences you admire. Working in male dominated work environments, I enjoyed reading the auto-biographies of women like Kathryn Graham and Eleanor Roosevelt. Thank-you! Coach Jen

One of my insights that I found very useful when I was a Junior Manager is switching from focusing on myself to focusing on others in your team, these are the actions showing that you are focusing on others: 1. Care for them as your brother/sister (their desires, their family, their health ...) 2. Care for them as a team member (their performance, their effort, their challenges ...) Then gradually, It will help you leverage the strengths of others to for collective results !!!

New people managers are required to make a big shift from focusing on their results to enable others to succeed. A mindset upgrade should be the first to get attention, but it usually doesn't. That's why so many junior managers fail badly in their first 6-12 months in the role. They need leadership development and coaching support to learn how they can win through others. Managers who don't develop these skills tend to build bad habits that hinder their success and career progression.

Before pursuing a career in people management, it's essential to self-reflect and ascertain whether this role suits one's ambitions. Technical prowess doesn't necessarily translate into effective leadership. Assess your enthusiasm for collaboration, providing guidance, accountability, and shouldering responsibility. If you find genuine passion in these areas, then you're ready to embark on your journey of skill development in people management. Your success hinges on this self-awareness. #Leadership #CareerDevelopment #SelfReflection