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I'm starting a new job and looking for insight on leading a team (5 Viewers)

snogger

snogger

Footballguy
On Monday I am starting a new job as Senior Manager for the Power Platform. The company has office locations in 120 countries. 🥳
I'll have 6 people reporting directly to me from around the world ( Mexico, UK, India & the US)

I will add this is a different "Manager" position as I won't be responsible for hiring/firing, reviews, etc.
Other than leading them on projects and keeping the Power Platform running, my only other responsibility is that at the end of the year the Director will let me know the total percentage of raises that will be given and ask me to decide who gets what based on performance.

I've lead teams before, but never actually had people report to me, so looking for insight from others that are, or have been, a Manager.
 
Listening is key and being present. Nothing worse than a boss who you don’t think is paying attention.

As long as it seems like everyone is doing their job. Be there for support and have the position of “what can I do for you?” “What do you need to succeed?” Type of approach….
 
New Binky the Doormat said:
be available and be helpful - respond promptly when they need you

take the old adage - act like you work for them, it's your job to make them the best they can be

honesty - if you don't know, tell them that and do your best to find out
Click to expand...
:thanks:
I plan on putting a "Matrix" list together that has all the tools in the Power Platform and ask them to add their skill level for each.

My "kryptonite" is Power BI.
So, plan on having my entry in there and in the first meeting point it out.
I feel honesty goes a long way so don't want anyone to be "ashamed" to admit weakness in any area.
 
Last edited:
urbanhack said:
Listening is key and being present. Nothing worse than a boss who you don’t think is paying attention.

As long as it seems like everyone is doing their job. Be there for support and have the position of “what can I do for you?” “What do you need to succeed?” Type of approach….
Click to expand...
:thanks:

Part of the reason I decided to move, other than career growth, was that my manager always seemed to listen, but nothing ever changed in over the year and a half he was my manager.
And now I think he is regretting my stating that the only other person qualified to fill in for me on vacation, was still doing projects outside the Power Platform and he never did anything to fix it.
Now there is panic setting in as the person taking my role told me he isn't ready.
 
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SaintsInDome2006 said:
Take time to just listen, respect each person individually, don’t overpromise & don’t fail to act when there’s a problem, get your hands dirty (if you need a task handled get in and handle it), and always - always - when your team is right back them to the hilt.
Click to expand...
:thanks:

My favorite part of this new job is that the director expects me to "get my hand dirty" working not only with the team, but also working with others to build solutions.
I've been working with The Power Platform for 9 years so have a lot of experience to share and help them.
 
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urbanhack said:
Listening is key and being present. Nothing worse than a boss who you don’t think is paying attention.

As long as it seems like everyone is doing their job. Be there for support and have the position of “what can I do for you?” “What do you need to succeed?” Type of approach….
Click to expand...
This along with ensuring that you give credit first to your team members before you even acknowledge any for yourself when notably positive things happen.
 
snogger said:
My "kryptonite" is Power BI.
Click to expand...
In your first meeting with them, as you are going through introducing yourself and going through your qualifications and experience, definitely bring this up. Along the lines of:

“My one kryponite is Power BI. If any of you have experience in this I may lean on you from time to time for a bit.”

One person will inevitably raise their hand. You acknowledge them and say something like “Awesome. Thank you. I am sure we will be in touch”, as you both smile and laugh like schoolgirls.

But, you gain IMMEDIATE credibility and vulnerability and understanding from your team.
 
ChiefD said:
snogger said:
My "kryptonite" is Power BI.
Click to expand...
In your first meeting with them, as you are going through introducing yourself and going through your qualifications and experience, definitely bring this up. Along the lines of:

“My one kryponite is Power BI. If any of you have experience in this I may lean on you from time to time for a bit.”

One person will inevitably raise their hand. You acknowledge them and say something like “Awesome. Thank you. I am sure we will be in touch”, as you both smile and laugh like schoolgirls.

But, you gain IMMEDIATE credibility and vulnerability and understanding from your team.
Click to expand...
:thumbup: I also feel it will give them the "power" to admit their weaknesses.

Last thing I want is someone taking on a project they don't have skills for and struggling because it.
 
ChiefD said:
snogger said:
My "kryptonite" is Power BI.
Click to expand...
In your first meeting with them, as you are going through introducing yourself and going through your qualifications and experience, definitely bring this up. Along the lines of:

“My one kryponite is Power BI. If any of you have experience in this I may lean on you from time to time for a bit.”

One person will inevitably raise their hand. You acknowledge them and say something like “Awesome. Thank you. I am sure we will be in touch”, as you both smile and laugh like schoolgirls.

But, you gain IMMEDIATE credibility and vulnerability and understanding from your team.
Click to expand...
I'm still learning how to be a leader (4 years in), but I can't re-emphasize this enough. If you have all stars on your team, they will instantly gravitate towards this approach.
 
snogger said:
On Monday I am starting a new job as Senior Manager for the Power Platform. The company has office locations in 120 countries. 🥳
I'll have 6 people reporting directly to me from around the world ( Mexico, UK, India & the US)

I will add this is a different "Manager" position as I won't be responsible for hiring/firing, reviews, etc.
Other than leading them on projects and keeping the Power Platform running, my only other responsibility is that at the end of the year the Director will let me know the total percentage of raises that will be given and ask me to decide who gets what based on performance.

I've lead teams before, but never actually had people report to me, so looking for insight from others that are, or have been, a Manager.
Click to expand...
You will need to display a “World’s Best Boss” mug on your desk.

Annual awards ceremony at a Chili’s.

Motivational posters like “You miss 100% of the shots you don’t take” hanging in your office.

At least one daily conference room meetings!

Magic 8 Ball to help with decisions.

Pizza Party for your best employees.

Congrats @snogger! Happy for you!!
 
Last edited:
snogger said:
ChiefD said:
snogger said:
My "kryptonite" is Power BI.
Click to expand...
In your first meeting with them, as you are going through introducing yourself and going through your qualifications and experience, definitely bring this up. Along the lines of:

“My one kryponite is Power BI. If any of you have experience in this I may lean on you from time to time for a bit.”

One person will inevitably raise their hand. You acknowledge them and say something like “Awesome. Thank you. I am sure we will be in touch”, as you both smile and laugh like schoolgirls.

But, you gain IMMEDIATE credibility and vulnerability and understanding from your team.
Click to expand...
:thumbup: I also feel it will give them the "power" to admit their weaknesses.

Last thing I want is someone taking on a project they don't have skills for and struggling because it.
Click to expand...
An take advantage of that weakness by mocking them mercilessly....

Man Id make a great boss
 
New Binky the Doormat said:
be available and be helpful - respond promptly when they need you

take the old adage - act like you work for them, it's your job to make them the best they can be

honesty - if you don't know, tell them that and do your best to find out
Click to expand...
Yep this pretty much sums up a good leader for about any field. Be willing to do any job big or small that helps the team. Make sure you understand every role that you’re asking members to play and the best way to do that is often going to be learning from them. Offer feedback. Positive feedback with enthusiasm and sincerity. Critical feedback from the angle that you want to see them succeed, improve.
 
I have led sales teams for the past 15 years, and when I hire new or acquire new team members, I always tell them that my job is to take obstacles out of their way so they can be successful at their job. Are they running into walls trying to get something done? Let me know. Sometimes it's just a matter of me (VP level) sending an e-mail or having a quick conversation with the person who is road-blocking. Although that's not how it should work, that's how our company does it.

I also make sure that everyone understands how to explain the "why."? We can't always get what our customers want when trying to make the sale, but if we can explain why we can't do something or are able to provide alternatives that work for both sides, that usually helps come to a consensus without a bunch of back and forth and wasted time. It doesn't matter if we are working with an internal or external customer. People don't like being told "no!" however if I can package that no up in an explanation that helps them understand how we got to that "no", it helps us get to the "yes" quicker.

I always try to be up front with my team, even if it's not what they want to hear. I also try to buffer them from the corporate BS that I need to deal with every day. These are salespeople I am working with, they WANT to make the sale, be successful, and make money (for both themselves and the company). They shouldn't be the ones dealing with the crap that I get paid to handle from higher up the chain.
 
Don't be a hardass on time counting. Make it known that you care about the work being done and not penny pinching hours. Allow flexibility with schedules if work completion allows it.

Let them take ownership of their work. Put the onus and responsibility on them so they can take pride in it and don't feel like they are just being told what to do. Now much of this requires having good employees that won't take advantage of these things and that can be hard to find especially if you don't have any say in hiring.
 
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