BK Blog Post
Posted by Ken Blanchard.
Ken is the coauthor (along with Jane Ripley and Eunice Parisi-Carew) of Collaboration Begins With You. He is also chief spiritual officer (CSO) of The Ken Blanchard Companies, an international management training and consulting firm that he and his wife, Dr. Marjorie Blanchard, founded in 1979 in San Diego, California.
Today is a big day for our company—we are officially releasing our new First-time Manager program based on the essential secrets of The New One Minute Manager.
It’s a great one-day program designed to address some of the key challenges people face when they step into a leadership role for the first time—including how to set goals, praise progress, redirect behavior when necessary, and conduct effective performance review sessions.
One of the challenges we zero in on is providing day-to-day feedback and coaching—especially when it involves redirecting behavior that is off-track. Typically, new managers receive very little training in this essential skill, and without training they often struggle—either coming on too strong and alienating people, or spending so much time beating around the bush that the team member doesn’t have a clear sense that a change is even necessary.
When someone makes a mistake, you need to tell the truth so the person changes the behavior—but make sure you speak in a caring way. Also assume the best intentions. The best way to do this is to talk to your direct report about what you observed and make sure their goals were clear to them at the time. Once you both determine that the goals were clear, check out the facts leading up to the re-direction, to make sure you both agree on what happened. Discuss the impact of the behavior, and then reaffirm the person in a way that is meaningful. Let the person know they are better than their mistake and you have confidence and trust in them.
Garry Ridge, CEO of WD-40 Company, states it this way: “It’s important to maintain the balance between being tenderhearted and task oriented.” As a leader you must be able to re-direct behavior to keep people on the right track while also respecting their dignity. Remember—when you share feedback it is never about you or the other person; it is about the behavior. A leader’s job is to constantly help people be the best they can be.
What are some of the other challenges you’ve seen new managers struggle with? Share them in the comments section below. I’d love to tap into our collective wisdom and begin to identify more of the challenges new managers face and some ways to effectively address them. With approximately two million people stepping into new management roles each year, it’s important we help them—and the people they serve—get off to a great start! Share your thoughts below and I’ll use them as jumping off points for upcoming posts, tweets, and comments.