I'm starting a new job and looking for insight on leading a team (2 Viewers)

[snogger]

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.

 

[New Binky the Doormat]

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

 

[urbanhack]

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….

 

[SaintsInDome2006]

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.

 

[belljr]

Announce your presence with authority

 

[New Binky the Doormat]

Announce your presence with authority

yeah, and tell'em if they don't talk nicely about you to the big bosses you'll see that their programming licences are revoked.

 

[fruity pebbles]

Trust falls and marshmallow towers. Employees love those.

 

[BLOCKED_PUNT]

( Mexico, UK, India & the US)

I assume these guys are bilingual but it might be a good idea to brush up on your spanish and hindi.

 

[Hastur]

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….

Nailed it

 

[snogger]

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

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.

 

[snogger]

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….

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.

 

[snogger]

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.

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.

 

[snogger]

Announce your presence with authority

Not me as a person and couldn't even fake it if I wanted to.
I want the team to work as one.
A motto I live by in the IT world is
If you are not failing, you aren't trying.

 

[snogger]

( Mexico, UK, India & the US)

I assume these guys are bilingual but it might be a good idea to brush up on your spanish and hindi.

I barely have a handle on English.

No chance in heck of learning a 2nd language.

 

[Zow]

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….

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.

 

[ChiefD]

My "kryptonite" is Power BI.

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.

 

[snogger]

My "kryptonite" is Power BI.

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.

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.

 

[MAC_32]

My "kryptonite" is Power BI.

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.

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.

 

[Beef Ravioli Part 2]

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.

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!!

 

[belljr]

My "kryptonite" is Power BI.

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.

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.

An take advantage of that weakness by mocking them mercilessly....

Man Id make a great boss

 

[urbanhack]

I also like to work (and live) by The Four Agreements.

• Honesty, don’t lie, do what you say you’re going to do. (E.g no surprises)
• Make no assumptions
• Don’t take anything personally- it’s just business
• Always do your best

The Four Agreements - Wikipedia

en.m.wikipedia.org

 

[Ilov80s]

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

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.

 

[Senor Schmutzig]

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.

 

[Gally]

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.

 

[SWC]

a good leader doesnt have people who work for them a good leader works for his people take that to the bank bromigo

 

[snogger]

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.

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!!

Magic 8 Ball to help with decisions.

Best Idea Yet!!!
thanks!

 

[snogger]

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.

I follow the..
As long as the work gets done, and customers( in this case internal departments) are kept up to date, then all is good with me.

I am a very early bird, usually log in around 5 AM, then work on 2 one hour breaks through the day until 3PM.

I have a "Soft Stop" at 3pm where I block any Calendar invites, then a hard stop after 3:30pm..
Even if it is my Director or upper Management that needs something.
I tend to reply.. "I'll get that to you first thing in the morning."

 

[dino259]

( Mexico, UK, India & the US)

I assume these guys are bilingual but it might be a good idea to brush up on your spanish and hindi.

I barely have a handle on English.

No chance in heck of learning a 2nd language.

I was going to say, watch over their shoulder while they work but sounds like you need to send them a Go Pro for them to wear while they work.

 

[mr. furley]

congrats, gb!

 

[snogger]

congrats, gb!

Thank you @mr. furley !!

Now get back to the test forum, it needs some work before going live.

 

[Phil Elliott]

Sorry for the length of this. I don't know if any of this will apply to your situation but maybe one or more items will help you...I ended up taking over several troubled projects/teams over the years in IT and many team members were technical geniuses but the teams had many conflicts. Two of the teams won corporate level awards (Dow 30 company). Some teams were local and some global. Just a few thoughts to add to the content already posted by others:
- try to get local face time,team "bonding". Either bring them to you or go visit them. Maybe you will never get everyone together at once but at least try on some regional level. Especially in India and Europe they appreciate you visiting them (realize budget constraints but this is a big deal). I have seen great results with just a simply dinner in person.
- respect there are things special to each location/region. Each region may want to get there via a different route.
- try to get everyone to agree at least on some high level common goals. So they are working together and not against each other.
- find out who the informal or technical leaders are and have conversations with them.
- find out who "enjoys the journey" vs who "enjoys the final product". You need both.
- have regular 1:1 discussions with everyone. This is important if you are responsible for the project or team even if you don't have any one formally reporting to you. This isn't a regualarv review their work meetings.. You want it to be non-threatening and they want to look forward to the discussion. Maybe it's about what their vacation plans are/were. Maybe you just ask how things are going. You just want dialogue and trust.
- if you have regular staff meetings (even virtual)...every meeting have one person spend 5-10 minutes talking about what ever they want. You want them to do a presentation.,It could be a vacation, a hobby, whatever, even work related if they want. It gets people to understand each other, helps build their presentation skills, it's non threatening and it builds team cohesiveness. Especially for people shy at presenting, if you get them to talk about something personal to them they tend to lose the inhibitions.
- you will notice none of the above is related to making daily lists or driving aggressive goals. That will come from your personal style and "your" bosses expectations.
- celebrate successes or phase completions!!!
- I would encourage any possible customer engagement if possible as both the customer and the employee appreciates it.
Congratulations @snogger good luck and enjoy!!!

 

[Mr.Pack]

Congrats GB!! Long time no see! Go get em!

 

[snogger]

Sorry for the length of this. I don't know if any of this will apply to your situation but maybe one or more items will help you...I ended up taking over several troubled projects/teams over the years in IT and many team members were technical geniuses but the teams had many conflicts. Two of the teams won corporate level awards (Dow 30 company). Some teams were local and some global. Just a few thoughts to add to the content already posted by others:
- try to get local face time,team "bonding". Either bring them to you or go visit them. Maybe you will never get everyone together at once but at least try on some regional level. Especially in India and Europe they appreciate you visiting them (realize budget constraints but this is a big deal). I have seen great results with just a simply dinner in person.
- respect there are things special to each location/region. Each region may want to get there via a different route.
- try to get everyone to agree at least on some high level common goals. So they are working together and not against each other.
- find out who the informal or technical leaders are and have conversations with them.
- find out who "enjoys the journey" vs who "enjoys the final product". You need both.
- have regular 1:1 discussions with everyone. This is important if you are responsible for the project or team even if you don't have any one formally reporting to you. This isn't a regualarv review their work meetings.. You want it to be non-threatening and they want to look forward to the discussion. Maybe it's about what their vacation plans are/were. Maybe you just ask how things are going. You just want dialogue and trust.
- if you have regular staff meetings (even virtual)...every meeting have one person spend 5-10 minutes talking about what ever they want. You want them to do a presentation.,It could be a vacation, a hobby, whatever, even work related if they want. It gets people to understand each other, helps build their presentation skills, it's non threatening and it builds team cohesiveness. Especially for people shy at presenting, if you get them to talk about something personal to them they tend to lose the inhibitions.
- you will notice none of the above is related to making daily lists or driving aggressive goals. That will come from your personal style and "your" bosses expectations.
- celebrate successes or phase completions!!!
- I would encourage any possible customer engagement if possible as both the customer and the employee appreciates it.
Congratulations @snogger good luck and enjoy!!!

Thanks..
While I was in Houston my director was mentoring me on how he runs his meetings while I sat in. He mentioned the India personal are quiet, and slow to speak out. So, at the end of the team meetings he has different "games".
Be it trivia or questions like.. "If you had to take a one trip plane to somewhere, with no chance to go back, where would you go?"
Then, after others have spoken out, he would ask individuals outright, and spread that out. It was fun, and got them to talk.

In a meeting with who will be reporting to me, he would introduce them, letting me know their strengths and then ask them to introduce themselves.
It Allowed me to take notes and know what each team member is strong at.
There will be one on one conversations as we work on items, but otherwise it will be all Team members at the same time at least once a week to make sure everyone works as a team.

My first week is over and I already have 4 projects I know my experience can help with, probably complete two of them this week.

 

[snogger]

Congrats GB!! Long time no see! Go get em!

. So far so good after my first week. I see many things I can fix right away.
The person who has been trying to do the Admin work only has two years of experience so said "I am so glad you have so much experience, we need it!!"

 

[snogger]

One thing I found out about while I was there this week is that they like to send Senior leadership to the second headquarters in..
Florence, Italy during a conference there in March each year.

Said they'd probably send me in 2027!
Canada and Jamica are the only places I've been to outside the US, so that would be wild.

 

[mr. furley]

can i just say that i have no idea how to do what you do, probably couldn't learn it, and would be a complete liability but if you're hiring i'll gladly sign on

 

[belljr]

You should have punched your director in the face.....show him who's the real alpha

 

[Phil Elliott]

It's good to get the team members to share something personal, even if it's an open-ended question as you mentioned earlier. They will trust each other and be mire collaborative.
Also if you have any contractors on the team they will tend to not give their opinion. They can be a good source of info if you ask for their opinions. You don't want "yes" people.