Moving from an Individual contributor to People Manager
- January 22, 2016
- Posted by: admin
- Category: Knowledge Bytes
There comes a point where people would want to transition in their roles from an individual contributor to leading or managing people. This can either be aspirational or in most companies the natural choice after establishing themselves as an SME.
If you are at this junction of life, and want to be successful at making that transition here are a couple of things you should start thinking about?
1) What does the people manager role entail?
Appreciating the expectation of this role is the first step in making the transition. Understanding the job description, the new expectations from your bosses and realizing that you are not just responsible for yourself but also your people. You will also realize how sometimes you may be caught up between management and your people. And putting your people first can sometimes be challenging!
2) Self Introspection, SWOT analysis
Your people can be your biggest strengths and your biggest challenge and while you will be tempted to understand them, it is important to realize that one should know thyself before attempting to know others. You should have an understanding of your strengths, interpersonal skills and blind spots. A few psychometric tools that can help could be : Johari Window, FIRO-B, MBTI etc.
3) Know your working style/Leadership style:
Knowing your working style and its impact on performance management is crucial. You may also be expected to demonstrate flexibility in your management style considering different people that you’ll manage. A couple of things that you must also read up on can be conflict management, performance appraisals, coaching etc.
While all of this is important for a start, you can only gain more wisdom by experiencing it in real life but before you get that chance, you may be expected to show some flashes of these skills in your existing role. All the Best!