Whilst not unique to technology industries, the “magic weekend” is a phenomenon that’s particularly common in this field. Excellent technical specialists are promoted to positions of leadership because they are great at being technical specialists. Not necessarily because they have great leadership skills. On Friday they are part of the team, and on Monday they are leading it. Usually they get very little support for the transition, and just expected to know how to deal with all the challenges that come with being a leader. And this can be even more difficult when you are friends with the people you are now responsible for leading.
So how can you ease the transition and become the leader you know you can be?
Get to know your team
You may think you already know your team, especially if you were peers before now. But do you really know them? Take time to understand their aspirations, their strengths, what they need support with, what they are looking for from you as their leader. Consider using a tool such as Emergenetics to understand thinking and behaviour preferences and help the team work more effectively together.
One of the hardest challenges for new managers is letting go of the detail and trusting others to do the work that you consider yourself the expert in. Be clear on the desired outcome, but allow the team to get there in their own way. It may be different to yours, but that doesn’t mean it’s wrong!
A tool I often use is called ‘setting the waterline’. Consider if you were the captain of a ship. If the ship’s engineer discovered a hole the size of a penny at the top of the hull above the waterline, and he was perfectly capable of fixing it, there’s really no need for you be involved. If, on the other hand he discovered a hole that was letting in gallons of sea water under the water line, then you probably need to know. Talk to your team about where your waterlines are. What are the things they can just get on and do, what are the things that you really need to be involved in?
What do you think?
What will success look like?
What are the barriers right now?
What would you do next if time/resources/money were not a constraint?
The questions you can ask as a leader are limitless. Effective questions unlock the potential of our people. Allow them to figure out the answer’s themselves and give them confidence that they can deal with new situations that they face. Be careful of “Why” questions such as “Why did you do it like that?” as they can come across as judgemental. Don’t feel like you always have to have the answer.
Learn to Listen
Effective listening is one of this most important skills a leader can have. Usually we’re not actively listening, but waiting for our chance to speak and thinking about what we’re going to say next. Or mulling over that important email that came in just before you sat down for a catch up with your team member. Take the time to properly listen when you are having conversations with your team.
Give feedback well
Giving feedback effectively is an art and all too often leaders save it up for the end of year appraisal when it is overwhelming and the individual will likely only focus on the one negative thing you told them, and not the twenty great things.
Give feedback (both positive and constructive) in the moment, as soon as possible after the event. Be specific about the situation or the behaviour, make it future focussed and make it factual – avoid assumptions.
Managing conflict and difficult conversations are the top two things that leaders say they find difficult to do, according to research from the CIPD. But we need conflict and disagreement to drive innovation and creativity within the team. As leaders it’s important that we know how to manage conflict constructively.
Invest some time in learning these skills and you’ll reap the dividends, both with your team and potentially across all areas of your life!
This post was first published as a guest blog on yomarketing.co
With a background in engineering and almost 20 years experience across a variety of industries, Gillian helps businesses to get the best out of their people and specialises in leadership development, executive coaching, team effectiveness, conflict resolution and HR strategy & support.
Get in touch by emailing firstname.lastname@example.org, or calling 07980 838945.