Tag: growth

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The First 90 Days: A Guide for New Managers

30 days – Leadership

Congratulations on your promotion!

This is the forming stage for your team. Team members will be feeling uncertain about their new manager and how things might change. If they are happy with their current situation they will be skeptical and resistant. If they are unhappy, they are going to be looking to you to improve their lot. You need to step up and take the lead and also inspire and build trust.

However, you also need to understand what is expected of you from your direct managers. You can’t lead a team unless you are given some idea of where you need to go and why.

The First 90 Days, a guide for new Managers

What you need from your manager(s)

  • What is expected of you?
  • What are your objectives and how do they link to corporate strategy?
  • How will your performance be measured?

What your team needs from you

  • Build trust by doing what you say you will do
  • Regular team meetings
  • Set clear expectations about ‘how we do things around here’
  • Explain what the team’s purpose is and how each person contributes to that
  • Get to know what everyone does and how the processes work
  • Look for ways to improve efficiency and productivity
  • Observe, ask questions, and learn
  • Make firm decisions for the team
  • Understand the strengths and weaknesses in the team
  • Provide encouragement and feedback

60 days – Management

 Now that you have built some confidence as a leader it is time to also manage the productivity of the team as well as focus on individuals. You need to provide clear direction, delegate effectively, monitor results, and provide helpful feedback.

Ask for clear KPIs from your Manager and then translate them into team and individual goals. Your task as a manager is to focus and motivate the team to achieve goals and you can’t do that unless you understand them as individuals.

Now is the time to introduce slight changes to process to improve efficiency. Expect resistance from some, so clearly explain the benefits for the individual, focusing on what motivates them.

The First 90 Days, a guide for new Managers

From your managers

  • Clear KPIs
  • Feedback and coaching

To your team

  • Have regular 1:1 meetings with your team members
  • Get to know individuals – what they enjoy and don’t enjoy, how they prefer to be managed, and what motivates them
  • Provide ongoing training and coaching where required
  • Provide continuous feedback
  • Delegate more tasks
  • Introduce minor changes to improve efficiency and productivity
  • Set clear goals and KPIs in line with departmental objectives


    90 days – Development

 Now that the team has had some time to settle down and you have proven they can trust you, they should be working together more smoothly. Now you can start to focus on building the capability within the team and developing individual skills. You can delegate more responsibility and also involve the team in decision making and planning. This will provide individuals with more ownership which leads to stronger engagement.
The First 90 Days, a guide for new Managers

From your managers

  • Feedback and coaching
  • Support for your ideas and plan for the next quarter

    To your team
  • Regular Team and 1:1 meetings with your team members
  • Celebration of wins
  • Continuous feedback
  • Ongoing coaching and training
  • Support where required
  • Individual motivation
  • Ask for more ideas to improve efficiency and productivity
  • Involve the team in decision making
  • Delegate more responsibility to individuals
  • Enable the team to succeed by providing the resources they need

Summary

The first 90 days as a manager are always challenging, but by focusing more of your attention on the team than on your own tasks during this time, you will find your new role much less demanding and stressful overall.

Further reading:

If you are a new manager, or an experienced manager who wants to apply a little more theory to your practice, have a look at a bit of further reading!

 3 Skills for New Managers – blog

New Managers: How to Boost Efficiency with Introduction to Management Expert Tips – Infographic

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Categorising the Importance of Tasks

The ability to manage our time and tasks effectively has become a valuable skill. The “Urgent-Important Matrix” is a simple but powerful tool, which can transform how you approach your to-do list and maximise your productivity by placing each task in the appropriate quadrant. In this blog post, we’ll explore the concept of the Urgent-Important Matrix and how it can help you make informed decisions, prioritise tasks, and achieve your goals.

Understanding the Urgent-Important Matrix

The Urgent-Important Matrix, sometimes known as the Eisenhower Matrix, is a time management and Prioritisation tool. The matrix categorises  tasks based on two key factors: urgency and importance. By sorting tasks into four distinct quadrants, you can gain clarity on where to focus your efforts and ensure that you’re spending your time on activities that truly matter.

quadrant

Quadrant I: Urgent and Important

Tasks falling into this quadrant are both urgent and important. They require immediate attention and can significantly impact your goals, well-being, or deadlines. These tasks often arise unexpectedly and demand immediate action. Examples include pressing deadlines, crises, and time-sensitive projects. While it’s important to address these tasks, constant firefighting can lead to stress and burnout if not managed effectively.

quadrant

Quadrant II: Not Urgent but Important

This quadrant encompasses tasks that are important but not necessarily time sensitive. Focusing on Quadrant II tasks is key to both proactive and strategic planning. This is where you’ll find activities like goal setting, long-term planning, skill development, and building relationships. Investing time in Quadrant II can prevent tasks from moving into Quadrant I and enhance your overall productivity and well-being.

quadrant

Quadrant III: Urgent but Not Important

Quadrant III contains tasks that are urgent but lack true importance. These tasks often involve distractions, interruptions, or other people’s priorities that may not align with your own. While these tasks may seem pressing, they can divert your attention from more meaningful activities. Delegating or minimising Quadrant III tasks can free up time for higher-priority activities.

quadrant

Quadrant IV: Not Urgent and Not Important

Tasks here have neither urgency nor importance. They are timewasters that offer little to no value in achieving your goals. Engaging in Quadrant IV activities, such as mindless scrolling on social media or other unhelpful distractions, can hinder your productivity and prevent you from focusing on more valuable activities.

quadrant

How to use the Matrix

Using the Urgent-Important Matrix requires a thoughtful and systematic approach:

 

  1. Identify Tasks: Start by listing all the tasks on your to-do list.
  2. Categorise Tasks: Place each task in the appropriate place based on its level of urgency and importance.
  3. Prioritise: Focus on tasks in the top left, but also allocate time for Quadrant II activities to prevent future crises.
  4. Delegate or Limit: Find ways to delegate Quadrant III tasks or limit your involvement to maintain your focus.
  5. Eliminate or Minimise: Avoid activities in the bottom right, as they offer little value to your goals.

Summary

The Urgent-Important Matrix is a great tool for anyone wanting to improve their time management, make informed decisions, and enhance productivity. By categorising tasks based on their urgency and importance, you can prioritise effectively, reduce stress, and maintain a healthy work-life balance. By aligning your daily actions with your long-term goals, you can take control of your time and pave the way for greater success.