Stepping into a management role for the first time is a significant transition. The first 30 days are crucial, as they set the foundation for your leadership style, team dynamics, and future success. This period can make or break your effectiveness in building and leading high-performing teams, and it's essential to take intentional steps to establish trust, foster collaboration, and lay the groundwork for leadership development.
In this blog post, we will explore what you, as a new manager, should focus on during the first month in your new role.
Take Time to Listen and Observe
One of the most critical mistakes new managers make is jumping in too quickly to "fix" perceived problems. Instead, the first 30 days should be spent gathering information, understanding the current team dynamics, and building rapport with team members.
Start by holding one-on-one meetings with each team member. Ask them about their roles, challenges, and what they believe the team could improve upon. This is not only a good opportunity to identify immediate priorities but also a chance to demonstrate that you value their input.
Emotional intelligence plays a crucial role here. Understanding your team's emotions, motivations, and concerns will help you empathize and build stronger relationships from day one. As a leader, your ability to read the room and tune into your team's emotional state can be the difference between inspiring trust and creating distance.
Focus on Relationship Building
In your first 30 days, it's essential to build strong relationships—not only with your direct reports but also with peers and senior leaders. Leadership is not just about managing down but also managing across and upward.
Reach out to other department leaders and managers to understand how your team fits into broader organizational goals. This will help you identify opportunities for collaboration and alignment early on. Additionally, ensure that you are aligned with senior leaders on expectations, performance goals, and the organization's overall strategy.
Strong relationships within the company provide a support system and ensure that you are well-positioned to leverage resources when needed. These relationships will also be instrumental as you seek opportunities for training, growth, and development for both you and your team.
Set Clear Expectations
Once you have taken the time to listen and observe and begin to build relationships, it's important to set expectations. This should be done both for you and your team. High-performing teams thrive on clarity. Without clear goals, your team may be productive but not necessarily effective.
As a new manager, work with your team to define short-term and long-term objectives. At the same time, be transparent about your leadership style, expectations regarding communication, work processes, and the level of accountability that will be required moving forward.
Setting expectations is a crucial part of leadership development, both for you and your team. When the team understands what success looks like and how they will be measured, they can work more cohesively toward shared goals.
Identify Quick Wins
In the first month, it's essential to show that you are not only listening but also delivering. Look for opportunities to achieve some "quick wins" that can boost team morale and build your credibility as a leader.
These quick wins don’t have to be monumental. They can be small process improvements, recognition of high performers, or addressing a lingering issue that has frustrated the team. What matters is that you act on the insights you've gained through your listening and observation.
Quick wins help you gain the trust of your team and demonstrate that you are a leader who can drive positive change, no matter how incremental.
Leverage Opportunities for Leadership Development
Even seasoned managers must continuously develop their leadership capabilities, and as a new manager, it’s vital to leverage resources such as corporate training programs. Many companies offer in-house leadership development programs tailored to their culture, challenges, and goals. These programs provide essential skills like conflict resolution, effective communication, and strategic thinking.
If your company does not offer formal leadership development training, seek out opportunities for personal growth through external programs or online courses. Books, webinars, and mentorship or coaching programs are also great tools for professional development.
By proactively engaging in leadership development, you are not only refining your own management skills but also setting an example for your team about the importance of continuous learning.
Develop Emotional Intelligence
A core component of leadership is mastering emotional intelligence. As a new manager, your ability to understand and manage your own emotions, as well as understanding and influencing the emotions of others, will significantly impact your team's culture and performance.
Emotional intelligence involves three key elements: self-awareness, self-regulation, and empathy. In the first 30days, it's crucial to start developing these areas. Practice being mindful of your emotions during stressful situations, reflect on how your actions affect others, and ensure you are consistently working to build a positive, supportive environment for your team.
Empathy is a powerful tool for gaining trust. When team members feel understood and supported by you, they are more likely to be engaged, productive, and loyal.
Lay the Foundation for High-Performing Teams
The goal of any manager is to build and lead high-performing teams that consistently deliver results. While the first 30 days may seem like a short window, it’s possible to begin laying the groundwork for this from the start.
Focus on creating a team culture that values collaboration, open communication, and mutual respect. Encourage feedback loops where team members feel comfortable discussing both successes and challenges. Address any existing conflicts or dysfunctions as early as possible to avoid compounding issues.
As you set expectations and work toward quick wins, ensure that your team members are empowered and have the resources they need to succeed. Building trust, recognizing talent, and providing opportunities for growth will all contribute to developing a high-performing team.
Wrap-Up
The first 30 days as a new manager are a unique opportunity to establish yourself as a leader who listens, acts with intention, and inspires others. By focusing on relationship building, setting clear expectations, leveraging corporate training, and developing emotional intelligence, you will set the stage for long-term success in building and leading high-performing teams.
The leadership development you invest in now will pay dividends for years to come.
