Two Important Sections on a New Manager's 'To Do' List

You've earned a reputation as an extraordinary individual contributor by getting things done, checking items off your "To Do" list. That list has been an indispensable tool for you up to this point in your career. Now that you've been promoted to leading a team, what should change?

Two things come immediately to mind:

Delegation: You simply cannot (and should not) attempt to do all of your team's important tasks by yourself. If you're doing things that someone on your team can do, you're preventing them from having an opportunity to learn and grow. Learn to delegate, and include a section for delegated tasks on your "To Do" list. 

Follow-Up: Delegation is only half of the equation. Without asking for an update on the delegated task, it may not get completed correctly or at all. Following up ensures that the task is understood and keeps the team on point. Learn to ask smart questions. Here are some things to consider when phrasing your questions:

• Don't ask questions that put the person on the defensive. Instead ask questions that draw out great performance and engender trust.
• Challenge assumptions.
• Ask open-ended questions that expand and explore the situation and new ideas.
• Encourage new thinking.

Tying this back to your new manager's "To Do" list, let's add two more sections: Delegated Tasks and Follow-Up. It's your call what to include, but adding the person delegated to and any known timeline in the Delegated Tasks section, as well as reminders for follow-up and potential questions in the Follow-Up section is a great start.  Adapt and refine as needed.