So you are in a new role with people responsibility. Your team have been there a while but new manager challenging teamthe business is under performing. Some of the under performance is due to the existing team not being committed. Where do you start?

As a new leader in a role, the first few weeks can be challenging and exciting. Getting a clear “big picture” will help. Being clear about the direction of the company would also be beneficial plus having authority to make any necessary changes is also crucial to you success. Once you are clear on current situation and future direction required, it is time to inform the team, explain what you need from them and explain what is in it for them on achievement of particular objectives.

Where morale and energy levels are low, the quicker you get to this point the better. While you may not be in a position to carry out appraisals with your team, you will be in a position to meet with your direct reports individually and outline their role and your expectations of them very quickly.

Introducing Ownership, Accountability and Responsibility in each role is important. Therefore you need to have clear objectives and deliverables for each team member. It will take time to map all this out but that’s what you are being paid for – leading a team to deliver success to the company.

If your objective for the team is that they all need to improve their performance, you need to communicate the to your team every day. You must be unswerving in your approach to maintaining standards.

Where you enter a long established workforce, your authority will be questioned and challenged. This is primarily because people are fearful of change. The sometimes associate change with a dis-improvement in their working environment or life and therefore they oppose it strongly. Your objective should be to create a positive work environment, focused on achieving specific objectives where each team member understands what is expected of them.

If, prior to your arrival, the objectives of the team were to do as little as possible, then the change will cause some discussion and resistance. Clearly objectives, longer term focus and setting standards at the right level will see you through.

Being a good leader and manager is challenging but rewarding when you start to see the almost immediate effect that you will have by being clear about your objectives, being clear about what you expect from the team and by being consistent in your approach to managing your team

About the author,

Hi I’m Derek O’Dwyer. I have been an ActionCOACH for the last 18 years. I live in Clare and work with businesses around Ireland to take their business to the next level. I am passionate about business and providing help and advice. In the past 18 years I have worked with over 400 business owners helping them and their business. I adapt my coaching depending on what you and your business need. I find that each coaching relationship is different but as long as we understand that we have a common objective with timescales, positive things happen quickly. I am a firm believer i the concept of “what you can measure you can manage” and “what you measure you can improve”. Key performance indicators and accountability form the bedrock of my coaching platforms. If making more money from your business, working less hours in your business and having a great team running your business then it’s worth having a discussion with me. If you are willing to implement changes I will be there to help every step of the way. In terms of personal accolades and recognition I have been awarded ActionCOACH of the year in Ireland every year for the last ten years In 2019 I was inducted into the ActionCOACH Global Hall Of Fame I was global Rookie Coach of The Year in 2002 having achieved remarkable success as the first ActionCOACH in Europe. Many of my clients have also received awards from their peers for their business improvements.

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