Learn how to quickly build productive relationships with your teams and other leaders.
- When I first started out in management, I thought all I needed was the title of manager and people would do whatever I asked. Boy, was I wrong. It didn't take long before I realized that in order to lead, you have to have people following you. And the way to do this was to build productive relationships. I'm going to share with you three ways you can begin building productive relationships with team members,and other leaders.
Trust me, relationships are built on trust. Have you ever had someone whom you didn't trust ask you to do something? Did you do it? If you did, most likely you did the minimum to meet his request. Without trust, there can be no commitment. Leaders who've built high levels of trust with their people know first hand how that trust translates to people going above and beyond the call of duty on their behalf.
Think about it, would you rather have a team that is based on commitment rather than compliance? I know I would. First impressions count. It's only natural to be excited when you've first been promoted. You wanna shout it from the rooftops, or worse yet, plaster the news all over your Facebook page. Resist the temptation to boast as coworkers who are now subordinates may be part of your social network.
The last thing you wanna do is throw salt in the wound of a jilted co-worker who is now a subordinate. No doubt, you'll be feeling a bit nervous about this transition, knowing others will be watching you closely. Your nervousness will dissipate as you get more comfortable in your new role. In the meantime, be confident. You've been selected for this job because you have what it takes.
Make a good first impression with your people by asking for their input. They'll feel heard and are more likely to give you their all. Flex your style of management. You may think now that you are in charge, your staff will adjust their work style to yours. That's not exactly how things work. You may do your best thinking by floating ideas back and forth over email, where as members of your team may prefer to meet and brainstorm.
If you keep sending emails to these people it won't be long before you find that you're the only person hitting the reply button. You can find a healthy balance between the various styles of your people and your style as well. For example, ask your team to email you their top five suggestions. Then, compile the list and discuss this at your next department meeting. This will send a message to them that you are willing to meet them halfway, which will go a long way in building productive relationships with your team.
As you transition, from individual contributor to manager, you'll also need to build productive relationships with your new peers. A good way to begin this process is to offer to help another manager who may be in need of your support. You may also wanna consider seeking advice from those managers who are more experienced. After all, most people like to feel their opinion is valued.
Productive relationships don't necessarily happen on their own. Start by building trust with your people as well as your new peers and keep in mind that first impressions matter. Be aware of your management style and be prepared to do some flexing so that in the end, you get the results you need.
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- Determine the best way to influence employee engagement.
- List three tactics used to increase employee commitment.
- Identify three ways to quickly build credibility.
- Name the four biggest challenges when managing former peers.
- Define “executive presence”.
- Recall three important considerations when assessing team members.