Managers represent their teams to the broader organization. Ways to talk about your team's efforts to others in your company. How do you manage the expectations that others (key stakeholders) have for your team?
- The way you speak about your team…and teammates gets noticed.…Sure, as a manager, you're going to experience…ups and downs with your employees.…However, your team is an extension of your personal brand…or your reputation as a leader.…If you're heard or worse, overheard,…venting about the people you manage,…it'll likely get back to your team,…or make people question whether you're capable…of handling the pressure of managing the group.…Both are outcomes you want to avoid.…
If you're frustrated with an employee or the team,…there are things you can do…to help work through that frustration.…Start by trying to have a positive outlook…on the work itself and your team.…As the team's manager, your attitude is infectious.…If you're generally positive and upbeat,…you set the tone for the team to follow.…The reverse is also true.…If you're generally frustrated or annoyed,…it can crush morale.…Of course, things won't always be positive.…
If there are actionable issues that you need to discuss,…rather than gossiping or badmouthing your team…
- List the best arrangement for delegating responsibility.
- Recognize the characteristics of the five phases of the team development cycle.
- Explain the importance of taking time to build genuine personal relationships with team members.
- Identify the element that begins and ends the development cycle.
- Determine when to CC someone on a message.
- Recall the benefits of organizing venues for casual or informal contact among virtual team members.
- Summarize the steps to take following a discreet meeting with a difficult team member.