As an IT manager, you have to balance technical skills, communication skills, and leadership skills. But how do you develop a leadership style that works for you and your IT team? In this article, you will learn some tips and strategies to help you find your own voice and vision as a leader in the IT field.
The first step to developing a leadership style is to understand your own strengths and weaknesses as an IT manager. You can use self-assessment tools, feedback from your peers and superiors, and performance reviews to identify your areas of improvement and areas of excellence. By knowing your strengths and weaknesses, you can leverage your assets, address your gaps, and set realistic goals for your personal and professional growth.
The second step to developing a leadership style is to learn from different leadership models and theories. You can read books, articles, podcasts, and blogs about leadership in IT and other fields. You can also observe and emulate the leaders you admire and respect, both inside and outside your organization. By learning from different leadership models, you can gain insights and inspiration for your own style and approach.
The third step to developing a leadership style is to adapt to different situations and contexts. You have to be flexible and versatile as an IT manager, as you may face various challenges, opportunities, and changes in your projects, teams, and environment. You have to be able to adjust your style and strategy according to the needs, expectations, and goals of each situation and context. By adapting to different situations and contexts, you can demonstrate your competence and confidence as a leader.
The fourth step to developing a leadership style is to communicate effectively and authentically. You have to be able to communicate clearly, concisely, and convincingly with your IT team, stakeholders, and clients. You have to be able to express your vision, values, and expectations, as well as listen, understand, and respond to feedback and concerns. You also have to be authentic and transparent in your communication, as this will build trust and rapport with your team and others. By communicating effectively and authentically, you can influence and motivate your team and others.
The fifth step to developing a leadership style is to develop and empower your IT team. You have to be able to delegate, coach, mentor, and support your team members, as well as recognize and reward their achievements and contributions. You have to be able to create a positive and productive team culture, where collaboration, innovation, and learning are encouraged and valued. You also have to be able to empower your team to make decisions, take ownership, and solve problems. By developing and empowering your IT team, you can foster their engagement and performance.
I have always adhered to a 100% transparency and total empowerment leadership style, one that has been the most effective for myself as an individual contributor (or simply as someone with a boss) over the last 30 years. This style requires significant trust in the team, and from the team to yourselves. That takes time, and the investment in personal relationships.
The sixth and final step to developing a leadership style is to reflect and improve continuously. You have to be able to evaluate your actions, outcomes, and impact as an IT manager, as well as seek feedback from your team and others. You have to be able to learn from your successes and failures, as well as identify and pursue new opportunities for growth and development. You also have to be open to change and innovation, as well as embrace new challenges and possibilities. By reflecting and improving continuously, you can enhance your leadership style and effectiveness.
Amplie sua capacidade de gest?o priorizando o negócio e n?o somente a tecnologia: - Nao adianta ter a melhor tecnologia no negocio ruim; - Vis?o do Negocio ajuda melhor ao alinhamento estratégico do Time; - Capacita a lideran?a para deslocamentos e desenvolvimento para outras áreas.
In leadership, a situational approach is best. As your team members knowledge and capabilities mature, so does their ability to take on responsibility through delegation and authority through servant leadership. Coaching is consistent along the way - helping them maneuver the progression and challenges. A buddy system can also assist where junior team members work with others within the team to gain skills and develop methods that they can pick and choose that fit their style/preference. There are many ways to accomplish a task, and having that knowledge from the start is essential.