When newly promoted as a leader to a team, you need to spend a great deal of time getting to know everyone. To position you for success early on, it is crucial that you spend time with everyone sharing expectations while building trust and rapport. This needs to be an essential part of your first 90 days. Holding regular 1 on 1s is going to be vital for you to get to know your team’s strengths and weaknesses successfully.
First Team Meeting or 1 on 1
Ideally, you will want to get in front of your team on the first day or two. This can be done rather informally, but mostly you need to introduce yourself. Your team is looking for you to tell them that you up for the responsibility of leading them. Asking for their cooperation and commitment over your time together is going to be vital as well. You have a lot to learn from them, as they do from you. It is imperative that you commit to listening to what they have to say. Let them know that you look forward to connecting with everyone to learn more about them and how they connect with the team. An essential part is making sure that you come across as putting the group’s need above your own.
Schedule 1 on 1s
Many new leaders underappreciate the importance of regularly meeting with team members. Whether you are new to leading a team, or a seasoned veteran manager, consistently connecting with members of your team is key. Use these sessions to build trust and rapport initially. Over time, you will then need to pepper in tactical and strategic conversations too. A key part often overlooked is that employees often hope that by spending time with their leader, their development is an area of conversation too. Focus on ensuring that you always have career development and coaching as a key part of all 1 on 1 conversations.
Key Questions
Each 1 on 1 session with an employee should be different. The last thing anyone wants is to be part of a repetitive and boring session, that provides little value. Many leaders look to create a consistent approach with these sessions, which often turns into one-size fits all style. Don’t get stuck doing this. To help you gain more understanding of the needs of your employees and team, strive to discuss the following with employees regularly:
- Employee Impact
- Process Improvement Suggestions
- Morale and Team-Building
- Cost-Saving Suggestions
- Customer Needs & Requests
- Revenue-Generation Ideas
- Areas to Start, Stop and Continue
Make 1 on 1s Memorable
Remember, people like variety. Instead of always having a 1 on 1 in a boardroom, take someone out to lunch or for a walk. Use YouTube videos or activities or games to drive home a point. Personally, I find using a whiteboard a key tool to help when working through a coaching conversation with someone. Mix it up! Everyone is different, including how they communicate and think. What works for one, might not work for others.
The more you get to know your team, the better relationship you will have with them. Communicate regularly with them, share what’s going on and coach them. The stronger you become at doing these, the better off your team will be. For more, contact us on ways we can help evolve your management skills to take them to the level.
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