How did you become a good manager
Change of boss: new boss - and now?
With a new boss, things usually change. Usually blows after Change of boss a new wind in the department immediately. And the previous status in the group is also on the brink: A new boss is also looking for new followers, perhaps even taking the old ones into kin. So he or she takes a very close look at the team and carefully examines each one. This harbors risks for your own career - but also opportunities! How best to behave now ...
➠ Content: This is what awaits you
New boss: New opportunities - but also risks
First of all: please don't panic! The most important thing is that you be quick now gain trust and quickly develop a relationship with the new boss. Superiors, especially the new ones, appreciate employees who support you in your tasks, relieve you, share information and thus shorten your own training period as a boss.
But how do you win the trust of the new boss?
Very easily: Do your homework!
This doesn't just mean that you should perform excellently and willingly offer your help (without slime!). But also that you are as good as possible learn a lot about your new boss: Does he have a Xing profile? Or are there press reports about him, specialist articles from him?
Do some research on the Internet to find out what type of guy your new boss is, who he knows, what interests and moves him, which leadership style he prefers. This will reduce your chances of getting into one later Grease cup to kick and understand better how he thinks and may also be able to anticipate some of his decisions.
However, some managers do not enter their new era alone, but rather get a few at short notice old confidante after - especially with delicate remediation missions. In this case it is also advisable to find out who this could be and whether he or she should end up on your post. That would be bad for your position, of course.
But all of this is only important Preliminary work. More importantly, on the new boss a brilliant one first impression to do, for example in the first joint meeting or in the first One-to-one conversation.
This preparatory work is essential for this. Because you should have good answers to his potential questions ready. Or subtly yours loyalty and you engagement insure - of course without ingratiating yourself! Slimes only make themselves suspicious at this point - mostly correct.
Short: Offer yourself - without ingratiating yourself.
Especially in turbulent times caution is advised. Managers who have been replaced at short notice do not have much time to decide who is part of the future team and who is not. The first impression is therefore often decisive. And it will shape your image for a very long time.
Change of boss: Tips for the transition phase
With every change of boss there is a so-called Transition phase: The "old one" leaves, the "new one" comes - and is briefed briefly. There is an official handover and usually also a kind of inaugural speech. After that, the new boss is officially in office.
At least that would be desirable. But sometimes it also happens that the old boss is already gone and the new one isn't there yet. Such Transition period is particularly tricky. Usually a species arises in this phase Power vacuum - and many a colleague may use the opportunity to reposition themselves or pursue their own career goals. Result: claws and elbows are folded out ...
Try to stay out of these power games and struggles as much as possible. Something like that rarely goes without consequences - even in a team. In addition, you should be the new boss Top performers identify - not as a potential chair leg saw or even regicide because he believes he has been passed over.
In such transition phases, “wait and see” is often the better strategy. But please don't stay too passive. Getting to know you as an employee with all your strengths and talents is not just a debt for the new boss, but also one Obligation to deliver!
Quite a few (long-term) employees develop during this time Diva-like features and think that the new one should please, please, court her, appreciate her - after all, he is the "new one". Error! The "new one" is first of all new boss - and can therefore count on your performance and loyalty.
The other way around it is more like a shoe: Use the first phase of getting to know one another Mini application. Show what you stand for, what you are made of and that you can be relied on - and you will quickly find yourself in the status of a trusted ally and in the inner circle.
➠ Content: This is what awaits you
New boss: under no circumstances act!
You can assume that your new boss has also done his homework, read your personnel file, found out about your past performance and maybe also googled you.
So he knows yours credentials, possible weaknesses and past mistakes - and may even speak to you about them.
Then it is important that you Prove critical ability and show that you have learned from your mistakes.
The combination of preliminary research, openness, honesty, helpfulness and motivation counts more than acting talent. That is the humus on which each other Respect and trust can grow.
New boss? Questions to ask him
In addition, regular exchange and dialogue with the new manager is essential for an intact relationship. So ask your new boss questions (regularly) - smart questions above all. They document interest in a subject, a willingness to learn and the willingness to improve - with the restriction that the questions are of course no trivia to treat.
When you are thinking: But I don't know what to ask the boss ..., then that's no problem: we have the most important questions collected that you should ask your boss (every now and then):
How do you see me right now?
A question that employees should ask regularly in order to personally sound out the current status in the company and especially with the new boss. It never hurts to hear Which part of the team a new boss sees you as. Based on the assessments, you can already see whether you are on the right track, possibly recommending yourself for future promotions or expanding your own area of responsibility.
However, you should then also be ready to hear the answer if it is not so positiveas one might have hoped. But of course that is also an opportunity, the realization that you are not solely responsible for the success of the team, but it can be painful and scratch the ego.
What makes particularly good employees for you?
Just as leadership styles differ from boss to boss, The priorities in terms of the skills and characteristics of the employees also vary. Some rely on creativity, others on diligence and great concentration, and still others are impressed by ambition and great willingness to work. Make sure to find the right time for such a question, because it is unsuitable for the coffee kitchen or the office hallway.
With this question you show in concrete terms: I want to be one of the best employees and develop accordingly. Don't get too fixated on it, however; continue to be true to yourself. Everything else seems played and unauthorized.
Which communication style do you prefer?
Direct vis-a-vis Conversations, e-mails, phone calls or meetings in a larger group? Different bosses also prefer different communication channels. Do you know how your new boss prefers to exchange ideas and what he thinks is particularly efficient? If not, you should ask him about it and adapt accordingly.
Communication is an important part of work, especially for superiors, as it is in the constant exchange with many different parties stand. Instead of making his work more difficult, you should approach your supervisor - this is also a way of making sure that information arrives in any case and is also noticed.
What do you expect from me in the next year?
As a HR manager, your new boss probably has a more or less specific idea of what he expects from his employees in the near future. Unfortunately, only a few take the step and actively communicate this. Instead, the silent assumption is that employees know what is expected of them. In most cases, however, this is precisely what is not the case, and in the end both sides are frustrated.
If the boss doesn't approach you, take the first step and inquire about his or her expectations for the coming months or the next year. Does he want more initiative, new and fresh ideas or should you get involved and take on more responsibility? Only if you know what is to be expected can you work specifically to meet these requirements.
Where can I improve?
No, you are not showing any weakness or reminding the boss that you still have some catching up to do in some areas. Rather, you demonstrate ambition and a desire to get even better and better Do not chase after the requirements, but go ahead with your skills. You like to avoid it, but feedback on your own potential should be given regularly so as not to simply rest and step on the spot.
After the topic has been raised, but you should also follow up with deeds. Otherwise, your new boss may be wondering what happened to the initial vigor. If you know where you can still work on yourself, then you shouldn't put this on the back burner, but act and thus convince the boss.
Can I take part in this project?
It is up to the boss and the team leaders to decide which colleague takes on which project and which task. It would be wrong, however, to simply come to terms with itbut secretly to be annoyed about it. Instead, just ask if a project has piqued your interest or if you feel that you can contribute to it with your skills or knowledge.
Your new boss may not even know that you are also interested in this area - precisely because you have never mentioned it before. And of course it's never wrong openly show your motivation and to tell the supervisor that you would like to think outside the box.
To what extent do you want to be involved in decisions?
The answer to that question will be yours Information about the leadership style of your supervisor give. Does he take it very carefully, wants to be informed about everything and expects you to consult with every decision and every adjustment of the procedure? Or does he give you a free hand, can give up responsibility and count on his employees to be able to work successfully on their own?
Knowing this, you can work better with the boss, but also know what you're getting into. Not every employee can cope with every management style, maybe you need the freedom and independent decisions. If there are any differences, you can try to find a solution together right away.
How regularly can you give me feedback?
Regular feedback meetings between employees and superiors should actually be normal, in practice, however, it often looks different. Usually it is up to the employees to take care of regular feedback. But you should definitely do that. Just because your new boss isn't bringing up the topic doesn't mean you should let it rest.
Is best here to introduce a regularity right from the start, for example a conversation every three months. This also saves you having to bring it up again. If the new boss keeps to the agreement, a short reminder by email is sufficient.
Do you see opportunities for career advancement?
Sometimes you just have to address things straight out and call them by their names. Do you want to develop further professionally and, more precisely, upwards in the future? Then ask your boss whether these opportunities are available in the near future. Corresponding opportunities for advancement are not available in every company and it is better to find out about this as early as possible and in good time so that you can adapt your own planning.
Should your new boss try to talk his way out of the subject, provide examples. Like, for example, that you noticed that it was a long time since your last promotion in the department. But that too You can interpret the supervisor's silence as an answer, as there is no reason to hide the actual opportunities for career advancement.
What value do I have for the company?
The question is - admittedly - a sensitive one. If the answer is "none," your days in the store may be numbered. Therefore, you should of course check for yourself in advance what added value you actually offer.
But beyond that, the answer is illuminating. It offers you the chance to see how the boss evaluates your work in the overall organization and where you can perhaps make yourself even more valuable and indispensable in the future. Apart from that, these findings naturally also provide a good basis for the next salary interview.
What do you think of this idea?
Suggestions and ideas should be the engine in every team, unfortunately, however, a wrong attitude often develops in this area. Especially when the boss gives the impression that new incentives are not taken seriously anyway and certainly not implemented, suggestions are no longer expressed, but kept to themselves.
Still, you should always ask the new boss for his or her opinion and come up with your ideas. This can be frustrating when some of them get rejected or given little attention, but that's the only way you can Help shape the direction in which the team is developing and at the same time show the boss that you are serious about improvements.
How are you?
A simple question, sure. Most of the colleagues, however, only place them among themselves - not opposite the boss. Too bad. After all, he's a human too.
It is also a simple and effective opportunity to do something about the atmosphere in the workplace to build a friendly relationship with the boss and maybe even to get one or the other piece of information because you start a conversation about it. At the same time, you show your empathy and good manners to ask about the well-being of the person you are talking to.
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Jochen Mai is the founder and editor-in-chief of the career bible. The author of several books lectures at the TH Köln and is a sought-after keynote speaker, coach and consultant.
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