How can you get promoted in Team Management if you lack experience?

The most underrated skillset of our times is listening. If you can truly listen to the people around you, both upwards and across the organisation you will find that you grow more quickly. Not only does listening nurture the curiosity you need to connect widely but it also gives you the basis for organisational empathy that drives rapport as well as social intelligence. The more you listen, the faster you grow.

Not even the best managers are good at everything. New managers often feel they must pretend to be perfect to inspire confidence but the reverse is true; your team, your peers and your own manager will trust you more if you clearly know what you are and aren't good at. Find ways to learn and improve in those areas you're weaker in, and have a plan to mitigate those that are persistently your weakest card. Surround yourself with a team who bring different skills and perspectives: if you struggle with people dynamics, lean on a team member who's great at reading people. If you struggle with detail, lean on one with strong operational skills. Management is a partnership: you bring some of the cards, and your team should fill out the deck.

There is a famous quote, A master is once a beginner.. If someone is not having that much experience. Zeal to learn new skills and polish those skills will lead to that experience. Self assessment, We can take help from others, always be proactive, positive and humble to learn. If we are taking training, continuing feedback will help to improve the approach.

I’d also recommend keeping an eye on the bad ones as well to learn indirectly, never underestimate the reversed learning you can get from observing bad managers and leaders, you can learn not being like them, you can learn not doing a specific practice they are doing and you can learn from what doesn’t work for others.

Learning is a continuous process. Every individual is a learner in day to day activity. Also, this learning doesn't only depend on what we take from our seniors, this can be from our juniors/kids/society. Keep oberseving things. Start listening to everyone until you feel the communication is effective. A good listener will always add more valuables to his thoughts.

In my experience, learning from others is not just mimicking their qualities or learning from their mistakes; it is more about improving our own choices and making wise decisions in crucial situations. All of us have some gut feeling or a smart guess of what will work and but developing critical insights from the experiences of other team members reduces chances of failure.

The Transition to Team Management: 1. Understanding the Dynamics: Transitioning from an individual contributor to a team manager requires a shift in mindset. It's essential to grasp the dynamics of leading a team, including communication, decision-making, and fostering collaboration. 2. Building Leadership Skills: Effective team management involves honing leadership skills. From setting goals to motivating team members, developing these skills is crucial for creating a positive and productive work environment. 3. Navigating Challenges: Challenges are inevitable in any leadership role. Learning how to navigate conflicts, handle stress, and make informed decisions are integral parts of the team management journey.

It is important that you can start by evaluating your strengths like communication, delegation, conflict resolution, and performance evaluation, keeping a track of your contributions and positive outcomes and celebrating small success and being visible enables you to grow up the ladder. This can be one of the steps.

Managing a team comes with more than just managing the subordinates. The word management, mostly indicates downward management but a major part is upward management as well. Similarly, when we talk about feedback, by nature it comes from upwards; but downward feedback is just as necessary. Manager is the pivotal role where one should be capable enough to handle responsibilities of a level down and also a level up perspective. And to be able to do this, active feedback is indispensable.

Feedback serves as a compass, guiding new managers through the uncharted waters of leadership. It provides a mirror reflecting their strengths, areas for improvement, and the impact of their leadership style on team dynamics. Acknowledging and acting upon this feedback fosters a culture of openness and adaptability, crucial elements in effective team management. A manager who actively seeks input demonstrates a commitment to collaboration, creating a space where diverse perspectives are encouraged. Constructive criticism, when embraced with an open mind, can be a powerful catalyst for growth, enabling managers to refine their approach and cultivate a positive team culture.

Focus on *being* good, not about *convincing people* that you are good - understand the job you want. Talk to the people who have it. Read, learn, and study. Look for projects that let you exercise those skills. By the time a position opens up, you should have firm evidence that you are ready.

None will take responsibility untill you take some and show some action. When you wanted to build a strong team, you have to be responsible and take some ownership and show the success fruit to them to take initiatives and responsibility.

As per my experience from last couple of organisations i worked in, by taking initiative, volunteer for challenging tasks, seeking opportunities to learn and grow. Consistently demonstrate your dedication and willingness to contribute, which can make you stand out to the seniors.

Proactive approach always goes a long way and also motivate other to replicate. Positive attitude builds a healthy environment in the team which can translate to individual growth.

Je crois, qu'il est important de bien réfléchir avant de vouloir prendre un poste de chef d'équipe. Trop souvent, dans la société actuelle, le statut professionnel est faussement lié à la taille de son équipe. Le management doit avant tout être une compétence, comme n'importe quelle compétence technique. Et toujours garder en tête que le meilleur footballeur n'est pas le meilleur entra?neur et inversement. Il faut donc se poser la question sur notre appétence à gérer l'humain ( motivation & coaching, mais aussi 'recadrage' ,...) Et bien se rappeler que c'est une compétence de tous les jours: on ne peut pas la mettre de c?té même les jours sans. Pour conclure, on peut faire une belle carrière sans passer par la case management.

Aiming to become a People Manager, IMO experience isn't the only ticket to leadership; attitude and aptitude can outrun it. If you're eyeing a team management role here are my 5 solid recommendation which worked for me 1. Start by leading without the title. Volunteer for cross-functional projects to showcase your collaborative skills. 2. Be the problem-solver, the one who steps up when challenges arise. 3. Invest time in learning—courses, books, mentorship—show your commitment to growth. 4. Build relationships across all levels; networks are invaluable. 5. And most importantly, make your aspirations known to your superiors; visibility is key

Be a good person and treat people with trust and mutual respect. In studies 85% of ones success is about the attributes and habits that they bring to the table, not the knowledge and skills. Unfortunately we tend to hire for the latter. As I've asked hundreds of leaders in our program to think about the best leader they've ever worked for, my experience is 95% of the responses are things like: listener, approachable, empathy, relationship builder, high emotional intelligence, collaborative, etc. Focus on these and your leadership journey will happen more quickly than just focusing on skill development.