You’re a new manager and you need to mentor your team. What are the best practices for success?

Create a supportive environment where team members feel comfortable sharing their ideas, concerns, and feedback. ??Encourage open communication through regular team meetings, one-on-one sessions, and anonymous feedback channels.

You need to guide them like a Dad does to their kid. You need to be patient enough and listen to their pov and remember it is a learning for you to know new stuff from new generation

Being a good manager means helping your team do their best. One important practice is to listen to everyone’s ideas and make sure they feel heard. People work better when they know their opinions matter. Another thing is setting clear goals so that everyone knows what they need to do. It’s also important to be patient and understanding, especially when someone is having a hard time. Encouraging your team to learn new things and improve their skills is another great way to help them succeed. Lastly, give positive feedback when things go well and offer advice when things need to get better. This helps everyone feel motivated and confident.

Building relationships and having trust and rapport with your team is crucial. While it's important to set clear expectations about the individual and the team goals, it is also imperative to have a clear understanding of their strengths, the challenges involved & delegate tasks effectively. Offering constructive feedback in a supportive way and encouraging continuous learning goes a long way in empowering the team to achieve the set targets. Its also important that the leader remains supportive, approachable and open to feedback from his team. Being supportive and approachable helps in building a strong and high-performance team which in turn fosters a positive and inclusive work environment, eventually leading to improved performance.

Prvo se upoznati sa timom, procesima, na?inom rada kompanije. Pitati zaposlene u timu, sa kojim se problemima susre?u i ?ta bi njima olak?alo rad i unapredilo rezultat. Zatim, postaviti zadatke, u skladu sa strategijom, konsultovati se sa zaposlenima, da li ima ne?to ?to smo mo?da prevideli, obzirom da smo novi u kompaniji, verifikovati korake i definisati rokove za svaki korak. Mentorisati i pratiti dnevno izvr?enja zadataka, tra?iti i davati povratne informacije i na taj na?in kreirati i poverenje i rezultate. Tek nakon zadobijanja poverenja, raditi na edukaciji i usavr?avanju zaposlenih i to davanjem konkretnih i prakti?no upotrebljivih primera, u njihovom svakodnevnom radu. I rezultat ?e sigurno do?i!

To be a mentor for your team: 1. You have to understand your team capabilities 2. Build your plan to enhance your business and your team 3. Empower your team but in the same time let them take the ownership and responsibilities 4. Set clear goals for each member of your team 5. Monitor your team and the execution of your plan 6. Interfere whenever is needed 7. Support your team

Clear job responsibilities, transparent vision & strategy, clear goals, active listening, having trust in their efforts, support them even and guide them if they make mistakes, make them accountable and proactive and have an open communication based on how frequently is needed.

1. The first month is critical in building the right connect with the new team. They will need to trust you for mutual success. 2. Any good words about them to be said in public and give feedback for improvement in private. Most managers do the opposite! 3. Give them the space to work but step in when needed. This balance is not easy and will come with experience. Especially when there is a fire you need to be with the team. 4. Realise that what you expect from the organisation (promotion, increments, recognition) they expect from you! It’s no rocket science and work towards their success too. 5. Handle them with kid gloves when needed and an iron fist when that’s the requirement. Respect from the team is critical for the long term.

-Positive and progressive environment. -Healthy discussions and feedback -Trust -Understand individual strengths -Freedom to present ideas -Encourage teamwork

La remise en question et la prise de recul sont déterminants pour établir une relation de confiance constructive. Savoir écouter ne signifie pas dire oui à tout mais savoir quand il faut adapter, modifier un objectif par exemple. Le manager doit être capable de se remettre en question tout en restant cohérent pragmatique et factuel. Un vrai défi au quotidien !

Feedback goes both ways and there's a right way to share it. ?? Make sure the person you're sharing feedback with is ready. Ask them for permission, "Hey Jeremy, if it ok if I share some feedback with you about that last call?" If you're not in the right headspace to receive feedback, you'll struggle accepting it. Most importantly... Assume Positive Intent If you believe the person who's sharing feedback with you has positive intent, the conversation has a much greater chance of success. This is cultural and it can be built by asking for feedback yourself as a leader. #trust

Ive always learnt that its best to first learn each member of your team that you are responsible for leading and understand their strengths and weaknessess, its important to build a team that picks up others weaknesses and provide incentives for wins along the way

If you think of mentoring as a stone making waves in water, you understand the importance and impact of helping another person achieve success, not just through doing exactly what you do and saying exactly what you say but by learning how to think through processes and decisions, understanding not just what needs to be done, but why. A true mentor can help coach someone to and through a successful career, taking pride in, but not credit for, their achievements and accolades. There is nothing quite as rewarding as seeing someone you've mentored become a mentor themselves, and watching the waves continue to ripple.

Constructive feedback to me is one of the most important conversation between manager and his team members. As a mentor to the team the manager must not only highlight the mistakes / deficiencies but also elaborate the consequences and how the team can avoid them and improve in future. Would like to stress the time to highlight and explain the consequences of mistakes is before it happens and not wait till it is done so that you can later say “I told you so”

Provide constructive feedback regularly to help your team members improve Also Lead by example , Demonstrate professionalism, integrity, and a strong work ethic to inspire your team.

Offer mentorship, coaching, and guidance to help them overcome challenges and achieve their goals. Recognize and celebrate their achievements to boost morale and motivation. By nurturing their growth and potential, you cultivate a high-performing team that drives success for the organization. ??

I always hear people say the words mentorship, transparency, and clear expectations; but rarely see it in action. I recently started a new position and one of the first things my new supervisor asked me, was what are my goals for this position and while at the company. She set up a meaningful dialog that prepared me and her for a long term investment in the company. It is echoed by senior leadership. We have so many opportunities to excel and our supervisors feel the success when we excel. All successes are celebrated. Even the small ones. The culture is about building people up, and focusing on strengths. This creates an environment of trust, motivation, altruistic mentorship, and ultimately company success.

-Promote a culture of continuous learning and skill development. -Identify training opportunities, workshops, or courses for team members. -Lead by example and share your own learning experiences.

Observar as habilidades e virtudes de cada membro da equipe e aproveita-las, proporcionando projetos e desafios que v?o de encontro a essas características gerará um ciclo virtuoso de desenvolvimento. Além disso, a lideran?a deve se portar como exemplo, logo, também deve desafiar a si próprio e deixar isso nítido para equipe, inclusive reconhecendo seus pontos fracos e apoiando-se na equipe para supera-los.

Cuando se trabaja con colaboradores, la mejor forma de contar con un equipo de éxito, es el desarrollo continuo de todos. Se debe generar una retroalimentación entre integrantes, permitiendo que los unos colaboren en el aprendizaje de los otros en las áreas que sean de su fácil dominio. Esto no solo fomenta el espíritu de equipo, sino que todos puedas desarrollar todos los roles, y aportar sus diferentes visiones.

Act as hands-on manager - someone who actively gets involved in the day-to-day work of own team. Instead of just giving orders and supervising from a distance, a hands-on manager works alongside their employees, helping with tasks, solving problems, and showing how things are done. This type of manager is directly engaged in the workflow, understanding the challenges the team faces, and leading by example. For a new manager, being hands-on means rolling up your sleeves, participating in the work, and being approachable and supportive to your team.

As a new manager, empowering and inspiring your team is key to driving success. Foster autonomy by delegating tasks and encouraging innovative thinking. Lead by example, demonstrating enthusiasm and resilience in the face of challenges. Provide support and mentorship, helping team members unlock their full potential. Recognize and celebrate achievements, instilling a sense of pride and motivation. By empowering individuals and fostering a culture of inspiration, you cultivate a team that is motivated, engaged, and driven to excel.

Delegate Responsibility: Trust your team by delegating meaningful tasks and responsibilities. Empowering team members to make decisions shows confidence in their abilities and fosters a sense of ownership. Encourage Autonomy: Give team members the freedom to approach their work in their own way, as long as it aligns with the goals. Autonomy promotes creativity, innovation. Empowering and inspiring your team is key to unlocking their full potential. When team members feel trusted, supported, and motivated, they are more likely to take initiative, contribute innovative ideas, and go above and beyond in their roles. This not only enhances individual performance but also drives the overall success of the team.

As a mentor, you help to develop employees' personal and professional skills and make them a valuable part of the organisation.

Inspiring young professionals with your experiences will empower them and aid their growth. Giving them support to recognize their potential and how they can overcome challenges with real-life experiences will foster such professionals to face their fears and of course will become great professionals

First and foremost is building trust with your team. - Clearly define objectives and expectations for both mentor and mentee. - Encourage honest and transparent dialogue to address challenges and provide feedback. - Offer resources, advice, and guidance tailored to the mentee's needs and goals. - Create opportunities for skill-building, learning, and professional development. - Demonstrate leadership qualities, empathy, and a commitment to continuous improvement, serving as a role model for your team. One of the critical success factor is to understand the strengths of each team member as you cant deal with everyone in the same manner.

Being flexible and adaptable as a mentor is crucial. It allows you to meet your team members where they are and guide them effectively on their professional journey.

A new team will consist of people who wonder, "How will the manager add to my growth such that I become better than how I was before learning from them? Why should I learn from them, outside of obligation to work?" For this reason, all factors must be considered. Set the goals where accomplishments are concerned. What exactly do you want to instill? Build rapport and trust. If they trust and respect what I have to offer, they'll be receptive to it. Empower them in the process: As does the way we deal with customers, if we make our trainees feel seen, heard and even cared for, not only will they be more keen to learn from us, they'll be keen to apply themselves and live up to what we make them believe they can be, do or accomplish.

practice what you preach and lead by example. I and honestly I was shocked by how small of a percentage said yes. There’s a saying those can’t do, teach.. well, guess what for sales that doesn’t work.. Successful sales people figure out how they are successful. Who better to mentor a junior level person that may not have the experience for themselves…

1. **Communicate effectively**: Make sure your team understands the goals and expectations clearly. Use simple and concise language to avoid an y confusion. 2. **Collaborative goal-setting**: Involve your team members in the goal-setting process. This will make them more invested in the goals and drive better performance. 3. **SMART goals**: Ensure that the goal you set are Specific, Measurable, Achievable, Relevant, and Time-bound. This will make it easier to track progress and evaluate success. 4. **Regular feedback**: Provide constructive feedback on a regular basis. Recognize achievements and address any issues promptly to keep the team on track.