Are there exercises you've done that you've found useful when starting to manage a new team
Are There Exercises You’ve Done That You’ve Found Useful When Starting to Manage a New Team?
Starting to manage a new team can be both exciting and daunting. It presents an opportunity to shape the team’s culture, improve processes, and drive results. However, it also comes with challenges, such as understanding team dynamics, addressing frustrations, and building trust. In this post, we’ll explore some effective exercises and strategies shared by managers that can help in the early days of team leadership.
Insights from the Community
Understanding Team Frustrations
One of the most powerful exercises mentioned is asking team members about their frustrations during initial meetings. As one manager shared, their first question was, “What frustrates you the most?” This approach not only opens the floor for honest dialogue but also signals to the team that their feelings are heard and valued. This can lay the foundation for a transparent relationship, allowing you to address issues proactively.
Engaging in Physical Exercises
Interestingly, a lighter response regarding physical exercises like pushups was also noted. While it may seem humorous or unrelated, it highlights the importance of team-building activities, both physically and mentally. Engaging in team-building exercises can break the ice and foster camaraderie among team members, setting a positive tone from the outset.
Conducting Retrospectives
Another effective method is holding a retrospective early on. This allows the team to express their current mood and share experiences. By facilitating a safe space for discussion, you can identify existing problems and collaboratively brainstorm solutions. This exercise not only empowers the team but also promotes ownership of the process, fostering a culture of continuous improvement.
A Comprehensive Approach
One manager shared a structured approach that encompasses several key steps:
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Define Your Role: Start by clearly defining your role and responsibilities. Consider creating a “Manager README” to communicate your approach and expectations transparently. This document can serve as a guide for the team and help manage expectations.
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One-on-One Meetings: Schedule individual meetings with team members to understand their expectations of you as a manager. This is also a chance to discuss their frustrations and identify what can be improved. Listening actively will build rapport and trust early on.
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Engage with Extended Team: Don’t limit your discussions to just your direct reports. Engage with other stakeholders—Product Managers, Designers, and Quality Assurance. Understanding their experiences with your team can uncover collaboration bottlenecks and provide insight into collective frustrations.
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Facilitate a Workshop: Organize a workshop where the entire team can discuss challenges and opportunities. This collaborative environment can help pinpoint issues and allow team members to volunteer for action items, similar to a retrospective. By involving everyone, you promote a sense of community and shared responsibility.
Utilizing Lean Coffee
For teams that may experience what some call “agile fatigue,” the Lean Coffee approach can be a refreshing alternative. This structured but agenda-less meeting format allows team members to bring up topics they feel are important, ensuring everyone has a voice. It encourages open communication and helps identify areas for improvement in a relaxed setting.
Gathering Feedback on Management Styles
Lastly, asking team members about their experiences with previous managers can provide invaluable insights. One manager mentioned using this as a go-to question to understand what qualities the team values in leadership. This not only informs your management style but also demonstrates that you care about their preferences and are committed to creating a positive working environment.
Conclusion
Transitioning into a new management role is a unique journey filled with learning opportunities. By employing exercises like open discussions about frustrations, retrospectives, and engaging with the wider team, you can create a strong foundation for your leadership. Remember, it’s essential to foster an environment of trust and openness, where team members feel valued and empowered. What exercises have you found effective when starting to manage a new team? Share your thoughts and experiences in the comments below!