You cannot hit a target that you cannot see.
And so if you do not clearly know what is expected of you,
then how much success do you think you would really have?
Hey, there.
Welcome to Mak TV. My name is Mak. And this is a channel for emerging leaders,
as well as first time managers who are looking to develop their skills so that
they feel their competence and lead their teams effectively.
So one of the conversations that I have a lot of with my clients,
is around like how to balance.
They're old.
Role with their new role.
So how they're like continuing to do their individual contributor work.
And you know,
now have this new set of responsibilities that they have to handle.
And you know, I get it.
I totally understand why this is a huge pain point because when you get the
promotion,
nobody really talks to you about what you're supposed to do and how you're
supposed to transition things. And so it can be a huge, like I said,
pain point. But here's the thing.
If you don't start taking the right action steps from the moment you get that
promotion, then you are going to suffer some consequences.
And one of those consequences is burnout.
And I really don't want you to feel burnt out because then you're no good to
anybody.
So here are a few steps that I want you to take from the moment you jump into
management. Okay? So I really want you to listen carefully.
Step number one is to clearly define your role. Now,
what I mean by this is I want you to document everything that you are doing on a
daily basis. I want you to document the processes that you follow.
The people that are connected to those processes.
So who are the people that you work with on a daily basis to help you accomplish
what you usually accomplish?
I want you to document the tech and the systems that you're using.
Anything that you can think of.
I basically want you to approach this as though somebody else is going to be
sitting in your seat next week and you will not be able to talk to them.
What is that document that you will hand to them so that they can do their jobs
effectively? Step number two is to gain clarity around your role.
Now, I would say in my accelerator program,
this is probably the next most important step in the framework that I teach my
students after mindset. Because listen,
you cannot hit a target that you cannot see.
And so if you do not clearly know what is expected of you,
then how much success do you think you would really have?
Probably very little right?
Which is why it's really important that you seek out a clear understanding
around the expectations of your new role.
And do whatever it is that you can to gain that clarity.
I know there's a lot of steps involved in this,
but one that's really important is simply just setting up one on one time with
your direct manager to really get clarification around what they think success
looks like for your role. Now,
another thing that I think is really important is for you to take that document
from step one, into that one on one with your direct manager, so that the,
both you can really see what you're working on and your direct manager can help
you really gauge whether or not those tasks are still necessary for you to be
doing. And what you can start to shed off. Just a thought.
I think that is really, really helpful to determine at the very beginning. Now,
if you want some help diving into how to gain clarity around your expectations
and around policies and culture and all this stuff that you really need to know.
Then I highly suggest you check out the details for my new manager
accelerator program. Get on the wait list for that,
because I will walk you through step by step, what you need to be doing. Okay?
Step number three is to plan your transition. Now, yes,
you probably won't be able to hand off everything you're doing in an instant
like that. It's going to take some time.
So there is going to literally be a transition period.
But waiting till you can actually hand everything over is far too late.
You should actually be planning what you're going to do ahead of time.
So you want to be planning timelines.
You want to be planning deadlines for certain things,
as well as like who's going to be taking over this. Perhaps, you know,
you'll decide that instead of handing over your position to one person that
you're going to spread out the responsibility. Either way,
you want to be thinking about that and how you're going to train,
whoever takes it over, or the people that take it over, um,
right from the get go.
So you really want to be planning out this transition period.
Don't wait till it's too late. Step number four is really, really important.
So please do not skip this step.
What you want to do is set up time with each and every team member to discuss
the transition,
as well as what this means for them communication all the
time. It's really important.
Like communication all the time is important is what I'm trying to say.
But especially when you're in a transitionary period.
Change is hard for a lot of people.
And that's just because naturally we're kind of like weary of the future.
We don't really know what that brings. And so on your team,
there is probably going to be some chatter around the team.
Kind of wondering what this is, what the future will look like.
And perhaps the narrative that might be going around might be inaccurate.
So what you want to do is set up some time with each team member so that you can
correct the narrative if need be.
But also add context and really help them understand what's going on.
And what that means to them. Like how does that affect that one to one basis,
right? This isn't just about you. Like,
you're not the only person going through a change. They are as well.
So you really want to communicate with them about that change. Now,
I know I just threw up a lot on you,
but I promise you that if you follow these steps,
you will see that your transition will go a lot smoother. Now,
if you're looking for help on this and you really want to accelerate your growth
within this role,
then I highly suggest that you check out the details of my new manager
accelerator program. Which I will link for you in the description box below,
even comes with a checklist that you can follow and deadlines associated to what
you want to do at what, what time period.
And I know that will really help you too.
So please do check out the details of that in the description box below.
I hope you have a fantastic rest of the week.
Do not forget to keep smiling and I'll see you in the next one.