Learn to Manage

Congratulations! You've been promoted to, or hired for, a management position. The job is waiting for you but what about the people? No workplace is complete with out its nuances and office-politics. If you think that technical knowledge is enough to succeed at your new position, time to wake up. There's a lot more to know.

Understand that management is "them" of the company. If you have moved up the ranks, your relationships are about to change. You simply cannot allow yourself to be friends with the same people you have to manage. Friendly yes; friends no. Anyone who has made the mistake of retaining those close friendships and then had to fire one of those friends will understand. In order to manage people well, you have to remain objective.

From the onset, let the staff know what your expectations are. How are they to be evaluated? Learn what their goals are. Also, learn to consult with your staff. Their experience is most valuable. At the same time, be sure to clarify what upper management expects of you. A common mistake is to hire managers but not supply them with all the tools they need. Don't be afraid to admit that you don't know everything.

If you see problems with certain staff, especially those who may be rejecting your new position, address the problem immediately. Your popularity is not the concern. That has to be built over a period of time. Your goal is to manage an effective team and that starts day one. Don't remain aloof. Your office is your workplace, not a private sanctum. A sign of a healthy situation is well tread carpet from that office leading in both directions.

It is often effective to listen to office gossip, not get caught up in it (or necessarily believe anything). The informal workings of a workplace are part of its lifeblood. You have to know the who's who but don't take sides, just listen. It would be a mistake to assign two employees at loggerheads with each other to a mutual task. Perhaps you can help them solve their differences but work comes first.

Step by step, establish your authority, build your contacts and learn to listen. Effective communication in all directions is your best ally.

Incorporate in Canada with CorporationCentre.ca
Click. You're incorporated ®

Dealing With Your Boss

There are many different names in the workplace vernacular for dealing with your boss. But, when your goal is to get the job done well and contribute to your own career advancement, there is only one thing that really matters – know how to be as effective as possible.

As business had become ever so complex over the few decades, so have the management systems and strategies behind them. In the ever-relenting battle of the business world, the need to thrive and survive has created new management sciences virtually uncharted a business generation ago. The traditional flow chart and pyramid have been redesigned, allowing for much greater flexibility but also margin for error.

In days gone by, the boss sat in the corner office nearby or, perhaps, one floor up. It was usually possible to drop in for a chat and get to know the person, as well as the position. In this age of instant global communication, it is quite possible for one's superiors to be located anywhere on the planet. Many times, the ability to interact personally is just unrealistic. How can one be sure that they are on the right track? Perhaps all the hard work is just preparing for a surprise bombshell of dismissal?

If you want to succeed, the responsibility is yours, not the boss. You need to create the conditions. Keep the lines of communication open and learn what the boss wants to hear. Don't be afraid to ask. Many times employees are afraid that the boss is only out to get them when that is far from true. Try to keep abreast of what's happening in your company. Your boss also has a boss. Find out what your boss needs and make the information available. Help develop a solid relationship based on mutual need and trust, not fear. Try to appreciate that the boss is probably busier than you so use time accordingly. When the relationship between the two of you is solid, no matter where you are, each of you can help the other achieve goals.

Incorporate in Canada with CorporationCentre.ca
Click. You're incorporated ®

When Your Employee is Too Ambitious

It's a classic business tale that happens all too often. The CEO trains an underling to become a loyal second-in-command and then, one day, the underling attempts to unseat the CEO in order to gain the number one position. The automatic response of the boss is to show number two the door. Should that be the appropriate response?

Truth be told, every situation has to be judged by itself. Certainly, a person who feels threatened will respond in a defensive manner. But let's examine the situation a little more closely.

There are several reasons for training the underling. First of all, one role of a manager is to train employees. Secondly, ambition in senior employees is healthy for the organization. You want the people with drive to be in leadership roles. They help inspire others. A central question is whether that ambition is good for the organization or just for the individual.

Healthy ambition should be channeled appropriately. In fact, helping an employee – even a top level one – chart their career is important. Working toward a career goal can add to the person's drive. However, open communication is all part of the process. Just as a CEO should share visions with the staff, so the staff should be encouraged to reciprocate.

On the other hand, one does not want to be naïve. True that none of us remains at the job forever. An eventual successor will be necessary at some point. However, you should choose that point in time, not the successor. Therefore, it makes good sense to keep your eyes open. A common tactic to usurp power is to "make the boss look bad." Therefore, keep detailed records of meetings and conversations. Don't reveal all the secrets to your trusted aides. A few trump cards in your pocket may be necessary to help maintain order and stability. Remember that trust is mutual. If one side destroys that trust, the rules of the game change and you're the one in charge.

Incorporate in Canada with CorporationCentre.ca
Click. You're incorporated ®