You're in a new role as a people manager. How can you build a strong network?

To gain their trust and understand them better, it's important to actively listen and communicate frequently. Additionally, we can take self-assessments test and one-on-one meetings to strengthen our relationships with team.

As a people manager, prioritizing the team is key. Conducting one-on-one meetings, maintaining clear communication, actively listening to concerns, and providing regular feedback and recognition are essential for earning their trust. Additionally understanding team members' strengths and interests is crucial, which can be collected through continuous discussions

Start with your team and strengthen your relationships with your peers and stakeholders. Know your goals and value proposition. Identify and reach out to thought leaders and potential mentors. Join relevant online and offline spaces and events. Communicate effectively and follow up.

Starting with your team is essential for new people managers aiming to build a strong network. Establishing trust, rapport, and alignment requires clear, frequent communication, active listening, and timely feedback. Recognizing achievements and understanding individual and team dynamics are critical. Implementing 1:1s, team meetings, surveys, and assessments helps in comprehensively understanding your team's unique strengths, challenges, and objectives. Tailoring your management approach to these insights fosters a positive culture and strong team cohesion. This foundational network within your team serves as a springboard for broader professional networking, enhancing collaboration and support across the organization.

Build a strong professional network as a new people manager by initiating one-on-one meetings, attending networking events, joining professional associations, utilizing social media, fostering internal relationships, engaging in mentorship, collaborating cross-functionally, and being visible and approachable within your organization.

Your boss plays a crucial role as your supporter and representative in management. Building a strong bond with them relies on mutual respect, honesty, and teamwork. To achieve this, ensure your goals and theirs are in sync, keep them informed about your advancements and obstacles, ask for their advice and input, and tap into their knowledge and connections. Additionally, value their time and independence, and prevent any unexpected issues or disagreements. Utilize methods such as frequent meetings, progress reports, and evaluations to maintain a productive connection with your boss.

The boss plays a vital role for a people manager, involving them is crucial for team trust. Clear expectations and mutual respect are essential for both team and personal growth. Properly discussing challenges, feedback, and achievements facilitates finding quick solutions with the expertise of seniors being particularly helpful.

Desenvolver a sua rede de contatos é essencial para todo líder e deve ser uma atividade diária, logo as pessoas que j[a s?o da sua rede n?o devem ser deixadas de lado, busque manter essa rede viva, compartilhando informa??es relevantes.

Building a network is vital for all leaders, and peers are the initial source to expand it. Engaging in discussions, exchanging viewpoints, and recognizing contributions are beneficial for collaborating with cross-functional teams and executing strategies effectively.

You can only accomplish team goals when you partner with stakeholders. I view it as a collaborative art with collaborative responsibility. Stakeholders have roles to play. In most instances they don’t know what role they play but you as a leader should make them feel important. Always throw light on the need for collaboration between you and them. Make it known to them you are working for a common good. That way they won’t kick against the project, rather they will give their best to see the objectives of the project accomplished. It is of prime importance that you never underestimate the influence of stakeholders.

"How can I make your life better today?" I started asking this question regularly after I started a new job. I had already met with many people and had the obligatory conversations about what they did and how their organization worked, but that was all canned information and very surface level. I found that asking how I can help often encouraged people to share with me what their biggest challenges were. Sometimes I was in a position to help. Other times I was not. But either way this approach helped me understand people, their teams, and their challenges in a much more specific way then having general overview conversations. And this put me in a position to better support them in the future. But you have to mean it when you say it.