You’ve just been promoted to a management position. What are the first steps you should take?

A few years ago I started work for a new organization. Although I wasn't new to leadership, I was going from knowing everything to knowing nothing. My first few months were me just understanding the business, my team, and trying to figure out what impact I could have overall. I traveled around meeting the teams learning what made the business successful and listening to everyone I met. I quickly assessed opportunities for training, a desire from the team to grow, and new processes that needed to be established. Taking the time to assess the needs of the team allowed me to achieve outstanding results in the first year. As a new leader at a new company, the best way to assess the situation is by listening and learning from others.

Make sure you understand the difference between leadership of people and management of tasks. Ensure your team know their goals, boundaries, and the support you and others with give them to get there. And don’t let it go to your head - stay humble.

Primero definir que se espera de tu trabajo en los próximos 90 días Segundo, reunión uno a uno con todos los miembros del equipo, para identificar recursos disponibles, gaps de desarrollo y posibles problemas Tercero, hacer una presentación de cómo trabajas tus fortalezas y debilidad

Step 1: NOT show your expertise before understanding the current situation and Business challenges. Always believe the existing team have build the system till now...and as a new leader we should contribute to easy things further. Step 2: Next I will understand from the board what is their current challenges to prioritize my observations and collection of data point to understand the weakness area and my immediate point of contribution. Absences of inputs, prioritize the customer pain. If we detach the customer from pain then work on internal issues to improve efficiency. Next come the final priority of profitability as includes Internal wastes. Next position products in market uniquely than my competitors. In fact experience is key here..

It is important to look at the diversity and culture, while building the team. Also, to ensure the goals and expectations are clearly communicated and understood by all team members.

En mi nuevo rol como gerente, mi primera acción será evaluar la cohesión del equipo y detectar posibles carencias para abordarlas eficazmente. Me dedicaré a comprender los intereses individuales, permitiéndome asignar roles que no solo se alineen con las habilidades y capacidades de cada uno, sino también con sus motivaciones personales. Este enfoque personalizado fortalecerá el compromiso y la productividad del equipo, asegurando que cada miembro se sienta valorado y en posición de contribuir al máximo de su potencial.

Connaître votre équipe, plus encore connaître ce que fait votre équipe … prendre du temps avec ceux qui mettent en œuvre les décisions que vous serez amené à prendre. Cela vous permettra (1) de montrer votre reconnaissance à ceux qui « font » et (2) vous garderez en mémoire l’impact (sur le travail reel) concret des décisions que vous vous apprêterez à prendre !

Build Relationships: Start building relationships with your team members, peers, cross-functional organizations and other stakeholders. Schedule one-on-one meetings with each team member to get to know them better, understand their role & responsibilities, understand their strengths, weaknesses, and aspirations, and establish rapport. It will useful to optimize collaboration and cooperation.

I agree with this section even more than others. As you move into leadership, it’s important to manage your time wisely to focus on strategy and daily production. Only way to accomplish that is to free up some of your time to allow for a balanced schedule. One way of doing this is truly leaning into delegation of tasks that your team can solve or lead especially if the task will help develop your leaders reporting to you. I do realize this is one of the hardest things to implement because more leaders don’t want to relinquish the power over certain projects. My approach with my leaders is I outline the outcome I am expecting and set checkin sessions to make sure we are moving toward the outcome.

Definir prioridades es fundamental, pero hay que saber comunicarlo al equipo. Para comunicar estas prioridades, organizaré reuniones regulares donde se discutan los objetivos y se actualicen los avances. Esto garantizará que todos estén alineados y comprometidos con la visión común. Además, fomentaré una cultura de puertas abiertas para facilitar la comunicación continua, permitiendo que el equipo se sienta apoyado y motivado para contribuir a nuestros éxitos colectivos.

Uno de los detalles a considerar en el escenario es, bajo que circunstancia has sido promovido. Se debe diferenciar si fuiste promovido como parte de un proceso de carrera sostenido en el tiempo y desarrollado, o si es un resultado de crisis y no hay tiempo para hacer análisis y solo se debe iniciar una reconstrucción y tomar medidas inmediatas. El primer punto es seleccionar el equipo consejero y luego de saber cuanto tiempo tienes, tomar las decisiones con calma aunque sea en tiempo de crisis.

In addition to the points already discussed in prioritizing time management, the following are additional points for consideration. Ultimately, self-awareness, self-control, and a desire to keep getting better are necessary for efficient time management. Seek input from stakeholders and your team on a regular basis to find areas that could be optimized.

Most likely, this is the most important point placed by LinkedIn - Manage your time. In my own experience, a senior leader changed Managers to take-up existing Teams. The Team allocated to me, was accustomed to an "open door, supported by Manager & Assistant" - it was 'just me' as new hand. Learnt very quickly to place boundaries - a week schedule of Time allocations for various tasks and where Team members could grab a slot with me. Printed 2x copies - one in a plastic sleeve on my table, the other in sleeve on "open door" to office. Each time a member walked in whilst my time was 'planned' differently, I'd politely inform them, show the schedule etc. Within couple of days, everyone was ticking along like a newly overhauled watch.

Para desarrollar las habilidades requeridas como nuevo gerente, implementaré una estrategia de aprendizaje continuo. Para ello es necesario pediré retroalimentación de mi jefe y compañeros para identificar áreas de mejora. Buscaré un mentor dentro de la organización para obtener consejos prácticos y perspectivas. Además es necesario la autoevaluación, lo que me permitirá reflexionar sobre mis experiencias para ajustar mi enfoque de desarrollo.

As you step into your new management role, here's some steps you may consider: - Communicate with your team about your vision, listen to their feedback, and establish trust and rapport. - Define short-term and long-term objectives for your team. - Get to know your team to help you better assign tasks, provide feedback, and support their professional development. - Demonstrate the qualities you want to see in your team members, such as integrity, accountability, and a strong work ethic. - Develop a management style that works best for you and your team, which could be democratic, coaching-oriented, or transformational. - Seek feedback from your team members, peers & supervisors to continuously improve your leadership skills.

The fourth step after being promoted to a management level: 1. Positive Work Culture: Create an inclusive and motivating environment. 2. Collaboration: Promote teamwork and knowledge sharing. 3. Innovation: Encourage creativity and new ideas. 4. Continuous Improvement: Drive a culture of learning and adaptation. Implementing these pointers will help foster a high-performing team and contribute to organizational success.

I believe that advancement brings with it additional responsibilities in addition to the previous ones. If someone is promoted, the first thing he or she should do is address any existing issues that you were aware of but were unable to handle because you were not licensed or eligible. After that, you should adjust the approach based on the discussion with team members, because you as well as the group will be more productive if things go according to expectation. As a good manager, you must address the personal and professional commitments of each member of your team, therefore you ought to speak with your fellow employees about their upcoming plans so that you can decide on a future strategy.

Everything starts with establishing a baseline for your management methodology and being clear about your gaps so you can establish plans to correct them.

In my experience, one of the challenges that needs to be addressed first, even before assessing the current situation, is communication. When promoted to a leadership role, the first thing I establish is a good communication channel with my peers, my team, my boss and, definitely, my sector. Having a clear communication channel and policy saves time, avoid people duplicating work, and makes life easier for everyone. Having a team that has updated information on the direction of the company and that knows what their peers are working on and why helps reduce stress and encourages participation through innovation. This must be accompanied by introducing a “safe space” policy to encourage participation where people share their thoughts freely.

One key factor to develop is the problem-solving and decision-making capabilities. Always identify the root causes of issues, gather relevant information, and brainstorm potential solutions. Consider the short-term and long-term implications of each option before making informed decisions. Involve relevant stakeholders when necessary and be proactive in addressing challenges before they escalate. Learn from failures and continuously improve your problem-solving approach.

A management position must be full of new and unknown challenges. It is always recommended to develop soft skills that allow you to withstand these attacks of stress, in addition to always having your family space that allows you to not lose your emotional balance.

Regla básica: los éxitos se celebran en público con el equipo y los errores se comentan en privado con los miembros del equipo. Cuando el error es propio es bueno reconocerlo pero cuando se tenga un plan para subsanarlo.

In celebrating successes, remember that to connect successes to the aims and values of the company. Ensure that your festivities are in line with the mission, fundamental values, and strategic goals of the company. Emphasize how the accomplishments of your team align with the overarching objectives and vision of the company. Make the most of these chances to reaffirm the culture and goals of the company.

In my experience, celebrating success is crucial, but it's equally important to approach it with care. During a period of company restructuring, I had to integrate a new team into my direct reports. To foster rapport, I initiated individual meetings with each new member. One conversation stands out—where a team member expressed a preference for private recognition over public acknowledgment. This insight was invaluable, as she made it clear that public recognition would have a negative impact on her morale. This experience taught me the importance of understanding each team member's preferences. Effective leadership requires knowing and respecting the individual preferences of your team.

Three good ones that I used in the past and nowadays: 1) acknowledge individual and team achievements. Celebrate milestones, completed projects, successful initiatives, and exceeding targets. 2) personalized each recognition to each team member's preferences, some may appreciate public recognition in team meetings or company-wide announcements, while others may prefer private acknowledgment or rewards. 3) express gratitude for the hard work and dedication of your team members. A simple thank-you message, handwritten note, or personalized email can go a long way in making individuals feel valued and motivated.

Small successes should be celebrated as well. Each success can help to build not only their self esteem and confidence but bring the team together as a whole, as a team success.

In a management position, you will be evaluated on the overall performance of your team. Therefore, it's important to develop the skill of eliciting strong performance from those under your supervision. Listen and learn from your team, as they are experts in their respective roles. Being politically astute in your interactions with colleagues will allow you to leverage your influence (both as a role model and an expert) to guide decisions that benefit the organisation and advocate for resources on behalf of your team. Remember to publicly acknowledge successes and address concerns privately to foster a cohesive team environment. Celebrate achievements with your team to maintain morale.

First Be Yourself. Meet your team and try to build a healthy relationship like peers. Support them in all situations.. Be realistic and practical. Celebrate Success.

En mi opinión, creo que lo primero que hay que hacer es conocer bien a tu equipo de trabajo, evaluar e identificar el talento propio de la empresa y hacer un análisis de las fortalezas y debilidades de la compañía. Con estas tres etapas se empieza a estar en disposición de poder realizar un plan estratégico.

After assessing the situation and gaining input from your team, set and agree a vision for your organisation with input from your team and approval by your manager. Define the mission & set goals and related objectives, allocating them to the right people. “Lead, don’t manage”. Work with your team to write a clear business plan and ensure everyone has it & buys into it. Be sure you ‘have the right people on the bus, and set the wrong people free’. Be a servant (Level 5) leader to enable your team to achieve their results. Execute the plan, setting up visual ‘scoreboards’ that enable real time review of progress, celebrating wins and adjusting to address underperformance. Read/learn widely, starting with J. Collins ‘Good to Great’