Performance Support Tools
You’ve read the books, attended the training, maybe even passed a test or two. You have subscriptions to Fortune, FastCompany and Harvard Business Review. Tom Peters’ blog is a daily read. You know more about Peter Drucker than you do your own family.
NOW you’re ready to manage people!
Right? You mean you can’t just jump in and get it done? Having trouble translating books and classes to the real world? What sort of support do you need?
PERFORMANCE SUPPORT
There are four key areas that new managers need to understand. These areas may not overtly exist in your organization. Search for them and know them well before you start managing people. Managing people is THAT important!
- Messaging – “this is what we expect from our leaders and this his how we do it here” – this should come from a senior leader and be supported by all leaders in the business. Usually the company credo works just fine.
- Culture – is the culture in your organization one of a group of “do-ers” or independent contributors that are used to blazing their own trails?
- Team – are you planning to get every member of your team to be promoted from the ranks to manager or higher-level management? Are you OK with team players – those that know how to follow?
- Models – Is there a framework or way of managing that you’ve experienced that you like? What about mentors?
By now you’re wondering why I haven’t mentioned attaining an MBA, attending an internal or external ‘leadership’ training course, or spending a weekend with a ‘leadership consultant’ whipping you with PowerPoint and trying to sell their next book. That’s because any sort of formal training is just 10% of the equation. Want to know what the other 90% is? Click here.
With these performance support tools, you’ll be able to excel as a manager!
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Check out Jim Stroup’s interesting take on the relevance of an MBA to leadership!
Stumble it!
Joe Raasch :: Mar.29.2008 :: Change Management, Employee Engagement, Innovation, Leadership, Performance Management :: No Comments »