LESLIE ROHONCZY, Integral Master Coach(TM) | JULY 2024
Congratulations on your new leadership role!
As a new manager, your natural focus will be on getting to know your new employees and building team trust. And it’s equally essential for your success and the smooth functioning of your team to focus on building trust with your own leader and your peers.
Investing in building trust with your leadership team fosters open communication, facilitates collaboration, and can significantly contribute to your own professional growth and career advancement.
Here are strategies to help new managers build trust upwards, with examples of some common challenges you may experience as a new leader, and some of the best practices you can experiment with.
UNDERSTANDING COMMON CHALLENGES
1. Navigating Unfamiliar Dynamics: New managers often face unfamiliar organizational dynamics and may struggle to understand their bosses' and peers' priorities and expectations.
2. Balancing Authority and Approachability: Striking the right balance between being authoritative and approachable can be difficult, especially when dealing with more experienced peers or superiors.
3. Managing Perceptions: New managers must carefully manage how they are perceived to establish credibility and avoid being seen as inexperienced or overconfident.
BEST PRACTICES TO OVERCOME CHALLENGES
1. Effective Communication
Example: Imagine a new manager, Sarah, who has just taken over a team in a large organization. Sarah regularly updates her boss on her team's progress through concise, clear reports and sets up bi-weekly one-on-one meetings to discuss key issues and seek feedback.
Practice: Maintain transparent and consistent communication. Share progress updates, challenges, and successes openly. This shows that you are proactive and accountable.
Tip: Utilize tools like project management software to keep everyone informed and reduce misunderstandings.
2. Building Relationships
Example: Praveen, a new manager, takes the initiative to invite his peers for casual coffee meetings. During these informal chats, he learns about their projects, challenges, and how they prefer to work, fostering a sense of camaraderie and understanding.
Practice: Invest time in building relationships with your peers and superiors. Show genuine interest in their work and offer your support where possible.
Tip: Attend cross-departmental meetings and social events to expand your network and understand the broader organizational landscape.
3. Demonstrating Competence and Reliability
Example: Emily, a newly promoted manager, consistently delivers on her promises. When she commits to a deadline, she meets it or communicates any potential delays well in advance. Her boss and peers quickly learn that they can rely on her.
Practice: Be dependable and consistent. Meet your deadlines, keep your promises, and be prepared for meetings. Demonstrate your competence through your actions and decisions.
Tip: Document your achievements and challenges, and be ready to discuss them during performance reviews or informal check-ins.
4. Seeking and Acting on Feedback
Example: Tom regularly seeks feedback from his boss and his peers. He then takes actionable steps to address any concerns and shares his progress with those who provided the feedback, showing that he values their input.
Practice: Actively seek feedback and act on it. This shows that you are committed to continuous improvement and value the perspectives of others.
Tip: Use tools like anonymous surveys or suggestion boxes if direct feedback is not forthcoming.
5. Leading by Example
Example: Mei leads by example by adhering to the company's values and ethics. And when her team experiences conflict , Mei supports them by modelling transparency, and by facilitating problem-solving conversations that explore assumptions and collaboration challenges. This demonstrates her commitment to the team’s success and earns their respect and trust.
Practice: Model the behavior you want to see in others. Show integrity, respect, and dedication in all your interactions.
Tip: Highlight and reward examples of positive behavior in your team, reinforcing the standards you set.
WHAT ‘SUCCESS’ LOOKS LIKE
As we’ve explored, building trust upward as a new manager requires a combination of effective communication, relationship-building, reliability, openness to feedback, and leading by example.
Here are two examples to illustrate how new managers can establish strong, trust-based relationships with their bosses, their leader’s bosses, and their peers, by addressing common challenges with these best practices.
CASE STUDY 1 | Transforming Team Dynamics
Michael, a new manager at a tech company, faced resistance from his team and peers due to his young age. By consistently communicating his vision, involving his team in decision-making, and demonstrating his technical expertise, Michael gradually earned their trust. His efforts culminated in a successful product launch that exceeded company expectations, earning him accolades from his boss and peers.
Situation: Michael was promoted to manage a team of experienced software developers. Some team members doubted his capabilities due to his age and perceived lack of experience.
Actions Taken:
Communication: Michael held a series of team meetings to clearly communicate his vision and goals for the team. He encouraged open dialogue and invited team members to share their thoughts and concerns.
Involvement in Decision-Making: He involved his team in key decisions, such as choosing the technology stack for a new project. This inclusion made the team feel valued and respected.
Demonstrating Expertise: Michael took the lead on a critical part of the project, showcasing his technical skills and problem-solving abilities. He also organized knowledge-sharing sessions where team members, including himself, could present on their areas of expertise.
Outcome: The team's initial skepticism turned into respect and trust. The collaborative approach led to innovative solutions, and the project was completed ahead of schedule with high-quality results. The successful product launch earned Michael recognition from his superiors and helped him solidify his leadership role.
Try-Its:
Hold Regular Team Meetings: Schedule weekly or bi-weekly meetings to discuss project progress, address concerns, and share updates.
Encourage Open Dialogue: Create a safe space for team members to voice their opinions and ideas without fear of judgment.
Lead by Example: Take on challenging tasks and demonstrate your expertise to inspire confidence in your team.
CASE STUDY 2 | Overcoming Initial Resistance
Linda, a new marketing manager, found herself at odds with a more experienced peer who felt overlooked for the promotion. Linda addressed the issue head-on by inviting her peer to collaborate on a high-visibility project. By acknowledging her peer's expertise and working together, they developed a strong working relationship, and her peer became one of her biggest advocates.
Situation: Linda was promoted over a colleague, James, who had more years of experience in the company. James felt slighted and was initially uncooperative, creating tension in the department.
Actions Taken:
Open Conversation: Linda invited James for a coffee to discuss his concerns. She listened actively and acknowledged his feelings, expressing her respect for his experience and contributions.
Collaboration: Linda proposed that they co-lead a major marketing campaign, leveraging James's expertise and her fresh perspective. She delegated key responsibilities to James, empowering him to take charge of important aspects of the project.
Recognition: Throughout the project, Linda publicly recognized James' contributions, in team meetings and reports to upper management.
Outcome: James appreciated Linda's approach and began to see her as a collaborator rather than a rival. Their combined efforts led to a highly successful marketing campaign, which significantly boosted the company's brand visibility. This success not only improved their working relationship, it also earned them both praise from senior executives.
Try-Its:
Address Conflicts Early: Don’t ignore tension or conflict. Address it openly and constructively.
Leverage Strengths: Identify and utilize the strengths of your team members, giving them opportunities to shine.
Acknowledge Contributions: Publicly recognize and celebrate the contributions of your peers and team members.