Introducing New Management


Whether its a promotion, a new role or your first time as a manager, it is an important role that requires you to take a moment to gather your thoughts.

You need to know a few things before you can be a good manager, such as, what are your personal goals? What are the company expectations? What are the expectations of those you manage?

There are many types of leaders. To be a really good one, you need to know which style is most natural for you on a daily basis, how that aligns with your company and personal goals and what qualities you need to develop so that you can be a manager that motivates staff and supports company goals.

Once you understand yourself, you’re ready to sit down and introduce yourself to each member of your team individually. It’s generally a good idea to meet with each person because it cuts down on all of the interpersonal dynamics that would occur during a meeting of numerous employees.

The first thing you want to offer is a statement of excitement.

“I am really pleased to meet you, and I’m looking forward to getting to know you. I’m so excited to be working together.”

Whatever you say, it is important that you covey that you are interested in the person, the job and the future. It is a positive statement that communicates your interest.

Second, you need to set your goals.

“I am here to achieve X goals,” with “X” being whatever the company’s goals are.

These are the goals that you have received from the organization. Then you add, “And I’m here to help us deliver on those goals.”

Starting the conversation this way, you claim the legitimacy and power that comes with the appointment. Whether the employees are older than the new manager, more experienced, bitter from being passed over, or whatever, beginning the conversation by claiming legitimacy shuts down a lot of potential passive-aggressiveness.

Now you are ready to start the conversation and invite the employee to speak.

“I’m really looking forward to your ideas on how we can achieve those goals.”

Even though the conversation starts with claiming legitimacy and power, you now invite the employee to collaborate and share their ideas. You are acknowledging that the employee might have insights or ideas that a previous manager might not have heard, and that you are approachable and open. It is also a good time to ask them to discuss their personal aspirations so you can show how you would support them to achieve their goals.

The first meeting is a foundation. It is an important step in working together as a team. If you know who you are and how you naturally communicate, you will be able to integrate these questions with your natural style and encourage your team to support you, each other and the business.

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