1. Where to start

Factors that distinguish a good manager from an average manager are:

• Communication Skills: Consider the content, tone, choice of words, Body language and the overall behaviour while communicating. This can be developed using training programs.

• Maturity: Ability to see the bigger picture, how to control ego and other emotions. This can be developed using training programs.

• Judgement and Discretion: Think of getting the monkey off your back for ever not fast. This is something that cannot be developed using training programs. It comes with experience. Like most of the disciples, you may expect that the first 2 years of your career as a manager will have only 20-25% pleasent experiences and the rest will be bad. This is where most learning would come from.

These factors help managers get respect and credibility of their subordinates.

Four pillars of Effective People Management:
1. Delegating

• On an average 70% of a manager's work (Task or Responsibility) can be delegated
• Delegation is not a choice, it is a risk to be taken. It is an imperitive mandatory tool to retain your high performers.
• Factors to consider delegation: Risk, Complexity, Visibility, Time Constraints, Interdependencies
• Whom to delegate depends on: Skill and Will
• Direct employee low in both skill and will
• Guide employee high in will but low in skill
• Excite employee low in will but high in skill
• Delegate to employee high in both skill and will

2. Setting Goals (What to do i.e. Desired Results)

• SMARTER (Specific, Measurable, Achievable, Relevant, Time-bound, Enjoyable and Rewarding)
• Measurability in terms of Time, Quality, Quantity and Cost
• Relevance should be in sync with the team, company direction and the individual

3. Setting Expectations (How to do i.e Standard of Conduct or performance)

• How often would you like to meet formally. Agenda
• Best way to communicate with you
• How do you want them to handle conflicts with you or others
• How do you want them to work with the other team members & customers
• What are things they should avoid
• What are things they should do more often
• Behaviours or words you dislike

On an average, at each managerial position 30% of the time is wasted because of wrong expectation settings.

4. Coaching (Is initiated by employee)

• Managerial role here is only to Listen and ask right pointed questions
• Four components of coaching are : Goal, Reality, Options, Will
• Employee goals need some reality check (self reflection) which should be done using options (Self explored followed by suggested) which should be undertaken by employee willfully
• Idea is to have Employee engagement (Max satisfaction for employee and company). If employee is at maximum satisfaction and company is at minimum satisfaction, it is a free ride for the employee. If it is the opposite, it is a Burnout situation for the employee.
• Proactive Coaching (CoCo Framework - Coaching Counselling) is initiated by the manager. It may be for getting increase in the Will or Skill. Steps: Describe the gap; Create a pitch; Seek agreement; Discuss alternatives; Formulate an action plan; Review and track progress

Understanding Behavioural Styles of people:

• Natural Style: Self developed

• Borrowed Style: Which is undertaken for a specific place, a scenario or for a person; say an interview. Normally, it can last for only a few hours.

• Masked Style: When someone goes in a silent mode; say ducking your head to let the storm pass. It can last only for few minutes.

Time Distribution for the first 100 days as a manager:
When you become a manager, there are 5 factors that are new to you and for which you have to divide your time.

• New Role and its responsibilties.
• New Boss.
• New Peers
• New Team
• Multi-faceted challenges

Here is a thumb rule that can help in focussing on the right factors for settling fast in your new role.

1st 25 days focus - Role, Boss and Team

2nd 25 days focus - Role & Team ; Peers & Challenges

3rd 25 days focus - Team, Peers, Challenges

4rth 25 days focus - All five. Create a score card and assign flags: Red, Orange and Green. Effectively, your first focus should be Red, followed by Orange.

Finally:

• Learn to say 'No'
• Keep stakeholders in loop to avoid last minute surprises. Don't hope for miracles.
• Create your network in the organization
• Be polite yet direct
• Remember, your behaviour will be replicated by you team