Promoted to People Management: Navigating Your New Role with a Plan
Congratulations! You've just stepped into the world of people management. Whether this transition fills you with excitement or apprehension (or a bit of both), it's a significant milestone in your career. Transitioning from an individual contributor to a manager is a journey that requires new skills, a shift in mindset, and a strategic approach to leadership. One effective method to navigate this transition is the 30-45-90 day plan, a phased approach to help you set clear objectives and milestones for your first three months. Let's dive into how you can leverage this plan to set yourself up for success, gather feedback from your new direct reports, and manage team members working on tasks outside your expertise.
The 30-45-90 Day Plan Explained
First 30 Days: Observation and Learning
Goal: Understand the team dynamics, individual roles, and ongoing projects. Familiarize yourself with the team's strengths, challenges, and workflow.
Action Items:
Meet with each team member individually to learn about their roles, aspirations, and any concerns they might have.
Observe the team's processes and how they collaborate.
Build relationships with key stakeholders and other managers to understand the broader organizational context.
Next 45 Days: Integration and Strategy Development
Goal: Begin integrating into the leadership role by providing initial feedback, setting short-term goals, and starting to outline your strategic vision for the team.
Action Items:
Provide constructive feedback to team members based on your observations.
Collaborate with the team to set achievable goals for the next quarter.
Start implementing small changes to address any immediate concerns or inefficiencies you've identified.
Next 90 Days: Execution and Feedback
Goal: Solidify your role as a team leader by executing strategic initiatives, fostering a feedback culture, and aligning team efforts with broader organizational goals.
Action Items:
Begin implementing the strategic plan for the team, ensuring that each member is clear on their objectives and how they contribute to the larger vision.
Establish regular check-ins with team members for ongoing feedback and support.
Encourage a culture of open communication, ensuring your team feels comfortable coming to you with ideas, concerns, and feedback.
Asking for Feedback
Establishing a feedback loop with your team is one of the most crucial aspects of your first 90 days as a manager. This demonstrates your commitment to growth and improvement and helps build trust and rapport with your direct reports. Approach these feedback sessions with an open mind, be receptive to constructive criticism, and be prepared to act on the insights you receive.
Managing Outside Your Expertise
New managers commonly oversee team members working on tasks or projects outside their area of expertise. While this may seem daunting, it's an opportunity to lead differently—focusing on support, empowerment, and resources rather than direct oversight. Here's how you can effectively manage in these situations:
Leverage the Expert: Acknowledge the team member's expertise and lean on their knowledge to make informed decisions. Your role is to facilitate their success, not to micromanage how they achieve their objectives.
Provide Resources: Ensure they have the tools, resources, and training to excel. Be an advocate for their professional development.
Focus on Outcomes: Rather than getting bogged down in the specifics of how the work is done, focus on the outcomes and objectives. Set clear expectations and let them navigate the path to achieving those goals.
Transitioning to people management is a significant career milestone with its own challenges and opportunities. You can navigate this transition successfully by adopting a structured approach like the 30-45-90 day plan, actively seeking feedback, and learning to manage outside your expertise. Remember, effective management is about facilitating your team's success, fostering an environment of trust and open communication, and aligning team efforts with the organization's goals. Welcome to the journey of people management—it's a rewarding path that shapes not just your career but the careers of those you lead.