Recently I spoke to a talented young software engineer who had been fast tracked into a management position.
In a very short period of time, he went from a self-fulfilled, highly competent individual producer to a stressed out leader. He found that he did not enjoy confronting under performers; didn’t know how to motivate or hold them accountable; and disliked navigating the inevitable office politics.
His training had equipped him to develop programs not people He was concerned that he had made a mistake in accepting the promotion.
What’s the Challenge?
Technical experts are often promoted because they have recognized knowledge and skills in their field. Whether it’s IT, finance, sales, or marketing, they know their job very well. After all, that’s what got them noticed! The problem is that organizations often promote people based on these technical skills, not on their management skills. And many organizations offer very little support to new managers.
Another issue is that your identity in the organization changes. You may have been a superstar in your previous role, but now you’re starting at the beginning again. It can be difficult for new managers to cope with this “identity crisis.” Am I a competent technologist or an incompetent manager?
Strategies for Making the Transition to Manager
1. Make a list of what you must improve to be a better manager.
Many managers let others assess their skills, and then wait until their performance review to discover what skills they lack. Don’t make this mistake – spend time now identifying your weaknesses, so that you can start improving on them immediately. Some of the skills that are essential for managers are delegation, motivating others, communication, performance management and coaching, etc.
2. Stay away from technical work. Resist the temptation to get involved with technical projects that aren’t your responsibility. Spending too much time doing technical work will only hold you back as a manager. Sure, it’s good to pitch in when you can, but make sure that you do the managing part of your role first.
3. Meet with every team member. Make it a priority to meet with everyone on your team personally. Find out what interests and motivates them, and check that they have everything they need to be happy and successful in their role. This shows that you’re taking an interest in them.
4. Find a mentor or coach. Look for someone who has made a transition similar to yours. An internal mentor can help you avoid some of the mistakes that he or she has made as well as give you insight on the political challenges. An external coach, who has worked with technical people transitioning into management, can offer you advice on how to make the transition and excel in your new role.
Career Success Tip:
Making the transition from technical expert to manager can be challenging, especially if you have little or no management experience. Look at the key skills you need to be an effective manager and focus developing them as quick as possible. Also, focus on gaining some early wins – small victories that you and the team can achieve quickly. This will give you a sense of competency and accomplishment. See also Moving Into Management
Readers, what have been your challenges in moving from a technical expert to an effective people manager? and how ca I be of assistance?
HR is full of different roles and responsibilities and there are a ton of buzzwords that we love to throw around in organizations. We also love to use creative titles for people in HR. Companies do this for a variety of reasons, but mostly is a marketing campaign. We need some good marketing in HR, but we also need to realize the best marketing is providing a service that people want and need. Results happen and a key to HR success is tying all that activity we do to business impact. Below are some of lessons I was reminded of this year tied to the importance of HR and what we do. There a few buzzwords and rhymes thrown in for fun.
Lesson Eight
Ask don’t Tell. Guide don’t Provide. A key part of the job for an HR professional in the trenches, is coaching. We handle scenarios and issues from managers and employees at all levels. For many mid level HR professionals, this may take up 90% or more of their workload. Coaching in the HR world is the epitome of the old proverb, Give a man a fish and he’ll eat for a day. Teach a man to fish and you’ll feed him for a lifetime. It would be so much easier to give the man the fish. It would take less time to just give them the answer. But if you keep giving them the fish, they will keep coming back for the answer.
Lesson Nine
Synergy is the Key. Oh synergy is one of my favorite buzz words. While there are those who advise removing it from the language of the corporation, the message is still important. The different people, departments, unit, areas and however else you lump them together groups in organizations need to be working toward the same goal. And the culture in the organization must support this. This in one of those things that we all already know. We all know it is good, but how do we live it? How does it become part of the everyday? How do we make people feel comfortable enough, safe enough to share what they are working on with others to ensure alignment with bigger picture? I have seen it over and over. Everyone attends those meetings (you know the team ones to help us all be synergistic) and as soon as the attendees are out of the room, they are already thinking, “Enough of this BS, I need to get back to work.” They aren’t comfortable enough to share anything of real significance in the meeting because they are fearful that someone won’t agree or they are trying to avoid an argument. If you want alignment, build a culture of acceptance and questioning without the erosion of self-esteem.
Lesson Ten
The newest technology isn’t always what you need to fix your problems. New technology is fun. It can be a great time saver. Especially for those of us in HR responsible for the administrative work as well as the strategic stuff. If I could only automate this, I would have so much more time to work on the important stuff. However, be cautious. As mentioned in some of the earlier lessons, change is hard. New stuff takes time to learn and in the beginning it will likely cause a decrease in performance. Will the savings be worth the cost? Does it make sense for your organization? You have to figure that out first. Start with the analysis. What do you want to accomplish by the change? is a great question to start with. (Analysis should be a lesson on its own; I believe it is a very often missed step.)
Go ahead share your lessons and check back in a few days for the conclusion of this series.
Sheri Mazurek is a training and human resource professional with over 16 years of management experience, and is skilled in all areas of employee management and human resource functions, with a specialty in learning and development. She is available to help you with your Human Resources and Training needs on a contract basis. For more information send an email to smazurek0615@gmail.com or visit www.sherimazurek.com. Follow me on twitter @Sherimaz.
Janae Bower is an inspirational speaker, award-winning author and training consultant. She founded Finding IT, a company that specializes in personal and professional development getting to the heart of what matters most. She started Project GratOtude, a movement to increase gratitude in people’s lives.
Martin Luther King, Jr. has been a hero of mine since I was a little girl. His commitment to social equality, his passion for improving the lives of those disenfranchised, his deep faith in non-violence as a spiritual force to shift power from oppression to reconciliation, inspired me as a child to find ways to move our country towards a more loving, peaceful place.
King’s Words for Inspiration
When I first visited the King Memorial in Atlanta , GA I was so excited and in awe that I literally trembled. To hear tapes and see videos clips of his talks and work left me breathless. When I later moved to Atlanta, I visited the memorial frequently. It was my pilgrimage for inspiration in my work.
I attended periodic services at Ebenezer Baptist Church, just a block away from the memorial, and soaked up the energy, the spirit. I sat in the pews imagining what it was like to hear King preach from the pulpit with the trumpet Amen choir behind him. This was exciting stuff for a white woman from the Midwest! Let the words of Martin Luther King Jr. inspire and fill your heart.
Through some of those forays to the King Memorial and Ebenezer Church I met an elderly woman who attended the church as a little girl in the 1930’s and 40’s when King’s father was preacher there. She continued to attend in the 50’s and 60’s and heard MLK Jr. as well. I asked her what it was like to hear Dr. King on Sunday mornings. She said, “Marty was good, but oh girl, you should have heard Daddy King.” Wow, that blew my mind! I couldn’t believe that my idol, who’s words seemed to move mountains, paled compared to his father as a preacher.
The Beloved Community
Dr. King’s legacy of social justice can be summed up in his vision of the Beloved Community– a place where no matter their skin color all people would be treated with dignity and respect, would be cherished as God’s children, would have equal opportunity to achieve their own greatness. King believed the Beloved Community was achieved through the alleviation of economic inequity and the achievement of economic justice. I invite you to take some time this week to read some of his speeches and lectures to get a feel for his vision of the Beloved Community.
Many of you have heard that the year 2012 is a year where the world will be made anew, that radical transformation is upon us. I’d like to think that this year the Beloved Community will take hold across the globe. We’ve seen the global rumblings for such a world already in 2011.
To support the global transformation this year, in tribute to King and to keep the vision of a world living in peace and social equality, I am going to write periodic blogs on how we create that Beloved Community in our own lives and in our workplace. Though King addressed social change on a state and national level, his ideas and his writing can be applied to our everyday lives. Indeed if we don’t apply the ideas in our own lives, the Beloved Community cannot be created.
Love, Peace, Compassion, Justice begins with us.
Martin Luther King, Jr. truly was a vessel of Divine Grace. And so are you- in your own unique glorious way, in your own life, in your own work.
Will you help create the Beloved Community this year, today, this week- in your family, at your work, in your world?
Leave a comment below to share how you are working to support the Beloved Community.
You love the company, the culture and the people. The problem is that you’re bored in your current job. Things are too predictable and you’re no longer challenged. But you’re not ready to chuck it all. You have too much invested.
Many of us will change our career a number of times in our working lives. But that doesn’t mean we have to move to a different company. Rather, we first should look to change careers within our current organization. For example, an IT manager, with great people skills, might decide that her future lies in business development; or a health care professional with her new MBA might want to make a move into the finance department.
Here are seven guidelines to help you get ready for a career change to get greater career satisfaction:
1. Assess your career goals.
Before you rush into any decision, spend time thinking about your personal interests, values and skills. This helps ensure that you’ll make a move that’s aligned with those goals. See Career Anchors and Career Personalities. 2. Carefully consider the risks of this decision. You might think that the new career will be a perfect fit for you, but what if it’s not? Do information interviewing, do a cost-benefit analysis, investigate alternatives. It’s better to know now the risks than later. 3. Create a transition plan. Write down the new responsibilities you’ll have in your new career. Identify the qualifications or skills that you’ll need, and create a plan to start acquiring them, Look for assignments or projects that will expand your skills and help you make the move. 4. Talk to human resources. It’s a good idea to sit down with someone in HR to find out what opportunities are available. They can also advise on training and other development opportunities as well as possible openings. 5. Keep your boss in the loop. Explain to him diplomatically and honestly, why you want to change careers or move to another department. Offer to be a mentor for your replacement. If you can get your manager’s support, your transition will be easier. 6. Expand your network company wide. You never know what opportunities will open up in the future. The larger your network, the more chances you’ll have to hear about interesting opportunities. 7. Rewrite your resume that markets you for the new career. Include past successes that relate to the new career you want. For instance, if you currently work in human resources and want to move to marketing, then talk about your successful pitch to the executive team to change the hiring process to get more qualified staff.
Career Success Tip:
There are many benefits to changing career within your organization, rather than looking for opportunities elsewhere. You already know the company and you don’t have to leave a workplace that you already like. The company benefits as well. You have a proven track record and you know the people to hit the ground running. But realize, changing careers may take time and it helps to prepare beforehand. Also see Make Career Change Work for You and Changing Jobs: Don’t Have Buyer’s Remorse.
”I’m known as a steady worker but don’t get the choice projects. I know I need to get out there more but I’ve always been shy and don’t want to toot my own horn. What can I do?”
This was asked of me by a financial analyst during a career management workshop. Actually, there was a lot she could do. Let’s first tackle the networking issue. A strong and vibrant network requires an investment of time and effort, but the process does not have to be overwhelming. Here are four strategies.
1. Learn from others.
Who networks well in your organization or in your community? What exactly do they do, and what do they say? Ask them about their view of networking and how they build and use relationships? Try similar tactics or approaches.
2. Work with others. Volunteer for assignments or projects that give you an opportunity to work across functions. One of the best ways to build connections is to work together on something. A fringe benefit is the visibility you will gain with people outside your department. Whatever it is – a presentation to senior management, giving a plant tour, working on a cross-functional team – raise your hand and take that step forward.
3. Be an information hub. Make a list of your information assets. What do you know? What information does your group hold? How might this information be useful to others? Make a plan to get the word out – not as gossip but rather as help to others.
4. Bring others into your world. One week you may ask a teammate after a meeting for an opinion on a problem that was discussed. The next, you could invite a peer to lunch. Or ask someone from IT to give a short presentation on the new system at your next staff meeting. Keep up the once-a-week practice and soon it will be routine.
Career Success Tip:
Network in all areas and levels of your company. You never know who may be in a position to help you or refer you. Many tend to think it’s best to make friends at the top. However, to be effective and actually make it to the top, you’ll need the support of colleagues at other levels as well. Also see Don’t Settle for One Network, Build Three and Power Networking: How Well Do You Do It.
Your mission this year, should you choose to accept it, is to shift from fear to love.
Fear raises its head all day long- ‘I can’t finish this by then’, ‘how can they ask me to do that?’, ‘she doesn’t listen to me’, ‘ he doesn’t respect my work’, ‘they’ll never give us what we need’, ‘I’ll never be able to please them, ‘I’ll never be able to afford that’…..
Sound familiar? OK, now how does love sound? ‘Sure, I can get that for you’, ‘Praise Be, I have what I need’, ‘ I can’t wait to see how this turns out!’, ‘I’m glad to help you with that’….. Allow grace to enter and fill your life.
How would your day flow if every time you had thoughts of lack or worry, you KNEW you were supported, guided, strong enough, smart enough, had all that you needed to meet your life challenges?
What helps you shift thoughts of lack or fear to ones of love, acceptance, joy, thanksgiving, praise?
Thank God/Spirit/Allah/Divine Wisdom in advance that you have enough, are enough, know enough, give enough. Affirm that this is true when you encounter fear. This is the paradigm shift for a new era. This is our mission for responding and working with love and grace in 2012.
New Ways of Responding
If you fear the unknown, uncertainty, fear what lies ahead in your future, share your gifts with others lovingly and joyfully. Actively cultivate a caring network of friends and colleagues by offering assistance, information, resources they may need to support their work. Focusing on ways to share your gifts helps you shift your focus from fear to support.
If you fear change, know that marvelous transformation awaits you. Embrace the wonderful opportunities presented to be more fully awakened, alive, passionate, living on purpose. Transformation is the theme of this year. As you raise your vibrational energies, you respond to your world in more caring, compassionate, inspired ways. As you move through your fears, you model for others how to live courageously, authentically, whole.
If you fear losing someone dear, know that you can never be separated from God or the God of your being. You are the one you’ve been waiting for. Welcome your sweet loving presence home in your heart. Rejoice in your loving presence.
When you are worried about finances, give freely and joyfully to a good cause. Give with an open heart. Practice giving with love and care and build your giving muscles. Focusing on what you share takes your mind off what you may lack. Such giving clears your emotional hose- allowing for more abundance and positive energy to flow through you. As you give, so shall you receive.
Drinking the Sweet Water of Life
If your life is a glass of pure water, infused with Spirit-filled energy, do you see it as half empty or half full? Do you let the water retain its purity or will you add sludge to it from your worries, fears, doubts, concerns? Sip joyfully the refreshing elixir of life. Let it sustain you, renew you, and replenish your soul.
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This is installment two of a blog series about lessons I learned this year. Most of the lessons were just reminders of things that I learned awhile ago, but 2011 served as a as a year to be reminded of them. Below is a list of three more lessons all dealing with change.
Lesson Five
The secret to weight loss is still the same and so is the secret to organizational change. The secret to weight loss (baring medical conditions) is easy. If you want to lose weight, you need to eat less and exercise more. Feeling healthier can also be a result of eating a nutritious diet filled with lots of vegetables, lean proteins, and whole grains. Dieting often fails for some people because they fail to make it a lifestyle change. Or they get started and don’t see results right away, so they give up. Either way it takes a lifestyle change to keep it off. It’s the same thing with corporate change.
If you want to make lasting change in an organization, you have to change the lifestyle of the organization. For example, if you need your employees to take better care of customers, you have to build customer care into the organization at all levels and within all things. Customer care has to be rewarded, measures and focused on. It has to be modeled. It has to become a freakoutable (see previous post for more on freakoutables). It has to be so ingrained in the culture that is habitual for all despite who is or who is not looking.
Lesson Six
Change brings emotion. Many of us have at some point learned about the cycle of change. The cycle refers to the emotional stages one goes through when change occurs. The emotions include things like fear and denial with the end of the cycle being acceptance. What is missed by leaders sometimes is that people will move through that cycle at different rates. Sometimes the rate is acceptable and sometimes it’s not. When it’s not, we coach. When coaching fails, we make hard decisions. It’s just part of our cycle as HR Pros. Reducing the hard decisions though is where we really bring value to the organization.
Lesson Seven
Change brings emotion and emotion and logic don’t live well together. It seems as this one gets in way sometimes over and over. Emotion clouds reason and logic. It inhibits our ability to make rational decisions. It is why so often, people say the wrong thing when they are angry or upset. They lose their ability to filter and concentrate on what they need to say. Keeping emotions in check is a skill. A needed skill that may need developed for some or may bring the demise of others. Diffusing the emotions of others is also a skill. In my opinion a critical one for anyone in an HR or Leadership role. These skills can be learned and modeled and become part of the culture in the organization as well. Just like losing weight or dealing with any sustained change.
Sheri Mazurek is a training and human resource professional with over 16 years of management experience, and is skilled in all areas of employee management and human resource functions, with a specialty in learning and development. She is available to help you with your Human Resources and Training needs on a contract basis. For more information send an email to smazurek0615@gmail.com or visit www.sherimazurek.com. Follow me on twitter @Sherimaz.
How do you see your present job: as a rigid four equal sided box with no give and take or irregularly shaped which has a certain amount of flexibility?
Most professional jobs can be molded or shaped that will lead to a better fit with your talents and interests. In most cases, that will lead to greater job satisfaction.
In other words, first look at changing aspects of your job before changing your position or employer. Here are three things to focus on in job redesign – shaping your job to fit you better.
1. Task content: This involves improving the way that things are done using skills that you already have; or using your knowledge to change working methods so that you can generate better results. Michael suggested to his boss that they change the intake procedure so that there would be less errors and duplication.
So what changes in your job can you suggest to your boss that will benefit the department and also give you greater job satisfaction?
2. Relationships: Here, you look for ways to connect with others during the course of your work. For example, Joe volunteers to teach all new hires throughout the company on the internal reporting system. This does two things: He interacts with people from different departments and he gets known as the IT person to go to.
So how can you modify your job to allow for more interactions with others inside and outside the department and the company?
3. Purpose:
You can also redefine your job to reflect what you see as being the real impact of what you do. For example: Mary, a receptionist for a marketing firm, sees her job as an ambassador for the company. She greets visitors with an enormous smile, offers refreshments and engages them in conversation. She is not “just” a receptionist; she IS the company when people come in.
So how do you see your job? Can you identify how what you do makes an impact for your boss, your department, the company? Everyone should know and let others know their contribution.
Career Success Tip:
Job redesign gives you the chance to turn a dissatisfying situation around. The changes you make must not only bring you greater satisfaction but must also have positive outcomes for your team or department and of course your boss. Also see Job Satisfaction: Do You Have It?
Can we use multiple modalities for training materials? Of course, we can.
Really! What you learn is up to you. Retention works best if it is self-motivated. But it is up to us trainers and managers to give you the best means of obtaining the information you need and are motivated to learn. There are various methods and modalities. By methods, I mean approaches to training; by modalities, I mean training tools or channels by which we deliver the training.
Can we use multiple modalities for training materials? Of course, we can. We can suit individual tastes, preferences really, and select the appropriate method or modality to fit the subject, importance and depth of the training; however, several questions need to be addressed first.
From the employer: what is most cost effective? It is usually not cost effective to use more than one modality at a time, although I could be wrong, and I think to mix in several types of training may prove unwieldy by training managers unless it is done in large enough groups at separate times to make it feasible.
I like the idea of the flexibility and the fact that we can take into account the employee’s preference, but sometimes it is just not practical. This may be one time where the welfare of the many outweighs the few. Yet, there are times when the training result itself is considered less important than just administering the training. Time management and prioritizing decisions must be made, it makes perfect sense to use these modalities on the more “no-brainer” kind of training that is really intended to be constant reminders of behavior and proper decorum in the workplace rather than a productivity issue.
The following questions were asked by a Gov Loop colleague:
“Which modalities should be offered for employee training based on our road to utilizing more technology?”
That is to assume we are on a road to using more technology in training and that is what we desire. When you read on I think you’ll see that I think there are some inherent problems in overusing technology to communicate ideas and train individuals and groups without an immediate interface for feedback. Admittedly, there are some very good programs out there, but, if I had to choose, it would be one that is as interactive as possible. There is not really a way to see when the “subject” employee has disengaged mentally though.
“Secondly, should different modalities be offered to different groups of employees?”
Yes and no.
Not to stereotype generations, but perhaps more traditional training methods to be utilized on older, more traditional employees – and modern-day modalities (e-learning, digital training modules) for the tech-savvy employees. What are your thoughts?
There is an assumption that modern “modalities” or media environments are more effective for the tech-savvy employees. First and foremost, these tech-savvy employees are still employees who have the same needs as other employees, and that doesn’t rule out that face-to-face communication where direct interaction is important doesn’t work for them. Second, I think with all the emphasis on technology and the “newer” generations we may have a bigger problem. What we may gain in their technical savvy we lose in people skills–the ability to listen and respond in kind to others. This is not just a social concern.
Schools are already seeing students who can’t communicate with others face-to-face. I’ve had students so shy they couldn’t look at me because most of their lives they were able to hide behind technology. The most prevalent mode of communication for young people today is texting, not talking.
Teaching writing today is about unlearning bad habits and trying to incorporate the positive ones students need in life to get along and work with his fellow man or woman.
Teaching speech is getting students to think on their feet and interact with people. That job is getting more difficult. Is it the result of the abundant use of technology.
All that’s left now is for someone to invent a hand-held gadget that has everything we can put on a computer and we won’t have to know anything except how to look up information.
Social technology? Who would have thought? What about intimate social relationships based on the ability to communicate with one another. Through texting?
There was a time when being an antisocial “nerd” was laughable; now it is something to be proud of. Is this a trend we want to see develop? Not that I have anything against the techno-savvy stereotype. Granted the world is changing and we must change with it, but as people become more disconnected from each other problems develop. Think bigger. World wars happened when one country has been totally focused within.
This may be more than my Gov Loop colleague wanted, to be sure, but it is an area of training that concerns me.
What also concerns me is the plethora of methods and modalities available to be sold not by trainers or training experts, but by entrepreneurs marketing what sounds good–not necessary what works in all situations or with all groups of people. Sometimes an employer can’t tell the difference. A good, experienced trainer can.
With the grim economy improving ever so slightly, we see businesses move in to encourage those dollars to change hands. The marketing of training tools has increased more as desperate employers are trying to be more efficient with their training dollars and still make their companies more productive. Training people well does make that possible in many cases, but it’s those cases where the training dollars aren’t spent on “professional training” that concerns me–those times when the training tools are touted by salespeople, not training professionals to do the same thing. If the person engaged in buying these services is not a training professional, it makes sense to ensure the products do what you want them to do–even if you have to hire a professional trainer or consultant to determine that. And, it’s probably cost effective as well.
For what it’s worth, it makes the job all the more difficult for legitimate vendors as well as trainers. Well, ’nuff said on that topic for now.
All that’s left now is for someone to invent a hand-held gadget that has everything we can put on a computer and we won’t have to know anything except how to look up information. Oh, wait, we have that. It’s a Smart Phone. Won’t be long before they no longer have a phone so we don’t have to talk to anyone. Wait! That would be a tablet.
Now, I’m making fun, but we do need to be careful in how much we depend on technology to teach humans how to perform better. Faster and cheaper isn’t always better, is it? What about flexibility and creativity? And, there is the final caveat: I can’t teach you anything if you don’t want to learn it.
There is more than one good thing about using various modalities. Some people are willing to use them because they are convenient; however, that doesn’t necessarily make them more effective. And, sometimes these modalities are more effective. At least cost effective. They also may be the most appropriate in certain training environments.
I have no doubt I will stir some comments with this article, but that’s what you get from the cave man trainer. My philosophy lies in simple, basic, audience-approved training. Check out more of my radical ideas on my web page. I actually write and and rant about other topics besides training like public speaking, speech consulting, theatre arts and communication in general. My book, The Cave Man Guide to Training and Development is available through most major vendors of eBooks, including direct from Smashwords. My novel,Harry’s Reality, is being distributed by Amazon e-books. In it I look at what happens when people stop talking face-to-face, content to let the machines do all the work. Their fantasies and realities are one and the same until it all goes wrong.
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Recently I spoke to a talented young software engineer who had been fast tracked into a management position.
