" 6 Tips Succeed as an Interim / First Time Manager

 Wed 10 March 2021

" 6 Tips Succeed as an Interim / First Time  Manager
( Helpful Tips for the first time managers, leaders, those who get transferred to a totally new territory and those who join a new organization in a leadership position )
Being an "interim" or "acting" manager is often the fast track to getting the full-time job. To maximize your chances of being named the permanent replacement, you need to formulate a plan.
(1)  Take some time to think about your vision and strategy.
(2) Then, decide WHERE  you want to concentrate your attention and energy.
 Are there operational issues that need tending to? Are there problems you can solve? Your goal is to demonstrate competence by achieving some classic early wins.
(3) Another way to distinguish yourself is by successfully managing key relationships. The way you interact with your employees — your former peers — is on display. Be open and transparent. Communicate regularly.
(4) Be collaborative, rather than directive.
 (5) Don't get drawn into any workplace drama or office politics; stay as neutral as possible.
(6)  And whatever you do, don’t overplay your authority.

This tip is adapted from “How to Step In as an Interim Manager,” by Rebecca Knight

How to Ask Your Boss for an Extended Leave

 Wed 24 Sept 2021

How to Ask Your Boss for an Extended Leave
You may find yourself needing an extended leave from work at some point in your career, whether it’s to care for a sick family member, to go back to school, or for another personal reason. But asking your boss for the time off can be daunting. Here's how to approach the conversation. First, emphasize your commitment. Express your desire to remain with the organization, and be clear about the temporary nature of your ask. Give enough information regarding your situation so that they understand your needs, but don’t feel like you have to share anything that might make you uncomfortable. Come up with a communication plan with your manager. What are you going to tell your coworkers, and what are you going to keep between the two of you? And make sure to set clear expectations and boundaries with your boss and your team around your capacity to work during your leave. Everyone is subject to a major life event that could disrupt our ability to work for a while. Be equipped to handle that possibility should it arise.

This tip is adapted from “How to Ask for an Extended Leave from Work,” by Denise M. Rousseau

Regain Your Sense of Self After Losing a Job

 
Tue 23 Feb 2021

Regain Your Sense of Self After Losing a Job

Research shows that having a strong work identity can be tied to your well-being. But losing your job can feel particularly destabilizing when your identity is intertwined with your career. Here are several ways to start the process of regaining — and even redefining — your sense of self:

Reach out to family and friends. Conversations with people who know and love you can remind you of your identity outside of your professional life.

Test your perspective. If you're feeling stuck after losing a job you love, it may be because you're seeing your value through a singular and fixed lens. Ask two mentors or colleagues you respect what they value about you. Chances are, their answers won't have anything to do with work.

Envision your future self. Your situation isn't static — and neither is your identity. The more you plan and set goals for your future self, the more your behavior will shift from reactive toward proactive.

Get the support you need. A trained coach or therapist can help you examine, learn from, and move past this experience — and toward future success.
This tip is adapted from “When You Lose Your Job — and It’s Your Whole Identity,” by Rebecca Zucker

Avoid Serving a “Feedback Sandwich”

 Mon 22 Feb 2021

 Avoid Serving a “Feedback Sandwich”

As a manager, you’ve likely delivered a “feedback sandwich”: two pieces of positive reinforcement wrapped around a thick slice of criticism. While this approach may feel like you’re softening the blow, it rarely achieves the goal of helping someone improve. Instead, start by describing the behavior you want to correct. For example, rather than saying, "You were really rude in that meeting," you could say something like, “I noticed you interrupted the client twice in that meeting.” Then explain the impact of the behavior so the employee knows what’s at stake. Avoid self-serving statements like “You really made me look bad in there,” and focus instead on them: “You missed an opportunity to learn more about your client.” Finally lay out what you would like them to do instead. Be specific: “Next time, if a thought comes up while the client is speaking, jot it down and wait until they finish before jumping in.” This kind of feedback is respectful, clear, and actionable, and will boost your chances of actually pushing your employee to learn and grow.
This tip is adapted from “Stop Softening Tough Feedback,” by Dane Jensen and Peggy Baumgartner

Reinforce Your Boundaries — at Work and at Home

 Mon 18 Jan 2021

Reinforce Your Boundaries — at Work and at Home
We all have people in our lives who test our boundaries. It may be your boss, that one colleague, your direct report — or even your kids. Here's how to hold the line against frequent offenders. First, come to an agreement up front. For example, you might say, “I have to leave this meeting at 11:30, but I’ll check in this afternoon,” or, “Yes, you can take the car, but you have to be back by 10:30, so I can take your sister to practice.” When everyone agrees upon terms ahead of time, you'll have a clear line to reference if and when someone crosses it. You can also emphasize your authority to set whatever boundary you deem appropriate. Something as simple as, "Having worked on projects like this in the past, I know that I need X amount of time to complete my tasks," or, "As your parent, I am responsible for your safety, and I don't think this is a safe thing to do." Finally, ask lots of clarifying, open-ended questions before you make a commitment to a boundary-crosser. You want to gather as much information as possible without being perceived as negative. If your answer is no, say so diplomatically without over-explaining why, and offer alternative solutions. These strategies will help you manage your relationships, schedule, and emotional wellbeing — both at work and at home.
This tip is adapted from “Set Better Boundaries,” by Priscilla Claman

Talk to Yourself with Compassion

 Tue 19 Jan 2021

Talk to Yourself with Compassion
Are you your own worst critic? Welcome to the club. When we feel anxious or frustrated, so many of us talk to ourselves more harshly than we’d ever talk to our friends or colleagues. I blew that presentation. Everyone on my team has such strong technical skills, and I can’t follow the conversation. My kids are going to be so mad at me for working late again. When you beat yourself up like this, you’re only limiting your potential. Practice compassionate self-talk instead. Here are four key elements to keep in mind:

    Use a tone of kindness in your inner monologue. When you’re being mean to yourself, ask, “Would I speak to my best friend this way?”
    Recognize that pain and failure are universal human experiences. You’re not alone in feeling this way.
    Take a balanced approach to your negative emotions that neither suppresses or exaggerates them. Acknowledge them for what they are.
    Know that you’re making the best decisions you can, even if they’re not perfect.

Talking to yourself with compassion will give you the grace to manage the challenging situations that you’ll inevitably face in your personal and professional lives.
This tip is adapted from “Be Kinder to Yourself,” by Alice Boyes

The Art of Following Up Graciously

 Tue 02 Feb 2021

The Art of Following Up Graciously

We’ve all been there: You email someone asking for a conversation, information, input, or an introduction ... and you get no response. It’s frustrating, but you shouldn’t jump to the conclusion that you’re being ghosted. We’re all juggling a lot these days, so here’s how to reach out with a gentle nudge. Start with a compelling subject line. Avoid generic phrases like “Following up” or “Checking in” that are not only vague, they may also make the recipient feel bad for being slow to respond (even further delaying a reply). Instead, be more specific, for example, "Next steps on X project” or “Question on job application.” Next, be mindful of your tone. Research shows emails that are slightly to moderately positive in tone have a 10 to 15% higher response rate than more neutral messages. So aim to be friendly and polite. Finally, be succinct and specific about your ask — and offer your recipient an easy out. This will give them an opportunity to save face and preserve the relationship. If you do all this and you still don’t get a response, be judicious about following up again. You may need to cut your losses and move on.
This tip is adapted from “How to Follow Up With Someone Who’s Not Getting Back to You,” by Rebecca Zucker