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From Buddy to Boss

Presented by: Greg Brannan New Jersey Employee Advisory Service. From Buddy to Boss. Objectives. Discuss the challenges of transitioning from individual performer to manager Outline the core management attitudes, skills, and approaches necessary to succeed in the new role

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From Buddy to Boss

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  1. Presented by: Greg Brannan New Jersey Employee Advisory Service From Buddy to Boss

  2. Objectives Discuss the challenges of transitioning from individual performer to manager Outline the core management attitudes, skills, and approaches necessary to succeed in the new role Review the key people and performance management skills that enhance employee productivity & engagement

  3. The skills that served a person as an individual worker may not serve them as a manager TheKen Blanchard Companies

  4. Background Most new managers were high performers in their former positions More than half of new managers struggle to find success in the first two years of their new role A successful track record as an individual performer does not insure success as a manager Some of the approaches & work habits utilized by high individual performers may not be as effective in a management role

  5. The Functional Transition From working on your own, to collaborating with others From getting the work done yourself, to getting the work done through people From being one of the team, to being the leader of the team

  6. A New Mindset Recognizing the importance of the role of the manager Making a commitment to the growth and of your employees Prioritizing team success over individual success

  7. Adopt a Positive Management Style Take authority in a respectful way – without being too domineering or directive Commit to a coaching approach – seek to collaborate with your employees Be a supportive leader – one who gets to know their people and is invested in their success

  8. Develop Your People Skills Prioritize building relationships with your employees – make spending time with them more important than your “to do list” Get to know your employees by asking questions – what’s important to them personally & professionally, what kind of projects are of interest, what their career goals are, etc. Learn to be a good listener – be present & focused when they are speaking to you

  9. Develop Your People Skills Focus on the “quality” of your interpersonal interactions with your employees each day Be mindful & sensitive to the what’s going on in your employee’s world when you begin an interaction (timing, their emotional state, etc.)

  10. Define Co-Worker Relationships Utilize professional boundaries - it’s important to be friendly, but you can’t be their best friend With your former peers, ease into these new boundaries – if you push away overnight, you can hurt their feelings and create animosity With employees who may be jealous of your new position, use extra care

  11. Build Trust Always keep employees informed about what’s going on - strive to over communicate (including sharing any negative information) When you make a mistake – humbly admit it to your employees When employees make a mistake, don’t be overly critical. If they feel like they’ll be “beaten up” when they fail (or if you disagree), they won’t share ideas, take risks, etc.

  12. Proactively Manage Performance Effective performance management is a process – not an event. It has three components: Collaboration – on goals, expectations, work plans, etc. Ongoing Coaching & Counseling – checking in to assess progress, offer support, insure accountability, make corrections, etc. Evaluation – a collaborative review of the results, recognition for goals achieved, discussion of action plans to address performance issues, etc.

  13. Learn to Handle the Pressure Recognize that being a manager carries with it extra pressure, and practice good stress management skills Be aware of your behavioral tendencies under pressure (isolate from your team, overreact, micromanage, etc.) Protect your people - make sure that you’re not making your stress, their stress

  14. About EAS The Employee Advisory Service is a State sponsored program designed to help employees and their dependents with personal, family or work related issues that may adversely impact their work performance. EAS helps to restore the health and productivity of employees and the workplace as a whole. Problems are addressed in the quickest, least restrictive and most convenient manner while maximizing confidentiality and quality. Call us at our toll free number 1-866-327-9133, to schedule a confidential appointment. Email us at EAS_Help@csc.nj.gov

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