5 Big Challenges of First-Time Managers (Free Webinar and New Program)

Tackling the role of First-Time Manager is challenging. Everything is new and in too many cases, there's no one to guide your way. That's why I created my free webinar: How to Overcome the 5 Big Challenges First-Time Managers Face, and my new distance professional learning program: How to Succeed as a First-Time Manager.

By | 2017-09-08T12:41:22+00:00 September 8th, 2017|Art of Managing, Career, First Time Manager Series|0 Comments

First-Time Manager #10—Your Number One Challenge at Start-Up

Getting started as a first-time manager is one of the more challenging tasks you will ever encounter in your professional life. It's particularly difficult given that almost no one on your new team has any reason to want you as their manager. However, there are some approaches you can take with your new team to quickly begin building your leadership credibility. These include...

By | 2017-08-28T08:37:27+00:00 August 28th, 2017|First Time Manager Series, Leadership|0 Comments

First-Time Manager #9—12 Ideas to Help You Build Better Meetings

Over a long career, few meetings are memorable. However, the cumulative pain of the many miserable, counter-productive meetings lingers long after they've ended. As a newer manager and an emerging leader, take the time to cultivate the habits that lead to effective meetings. Your team will thank you! Here are a dozen ideas to get you started:

By | 2017-08-04T10:39:06+00:00 August 4th, 2017|First Time Manager Series, Just One Thing, Leadership|1 Comment

Helping Your First-Time Manager Start-Up Successfully

Look around you, and you’ll see that your front-line managers are accountable for the lion’s share of people managing in your organization. Whether you call them supervisor or manager, these individuals are responsible for the teams delivering customer support, technical services, operations, sales, and many other functions across the enterprise. These roles are also training [...]

First-Time Manager #7—Beware Attempting to Fix a Difficult Employee

Your good intentions to help that difficult employee change can lead to a major misfire on your part. Recognize that it is not your job to fix a difficult employee, but rather to provide the tools, environment, timeline and accountability for the individual to change. The results are up to the individual and the implications of failure must be clear.