What are the difficulties a manager faces when managing a team for the first time? What advice do you give him?

There are many difficultiues one will experience and the easiet way for one to understand is comparing such an experience to courtship. Basically you are entering a new playing field, with its own culture, politics, different people.

1. One of the very first aspects that one will face is the trust issue... Whilst there will be respect for authourity, there is gonna be sceptiscm over the leader skills, knowledge, mannerisms ets.

2. learnining the people and the skill sets that exist within the group. Undoubtedly, a leader will leave the status quo as is and trust those he is managing, however he will have to develop his own understanding of skill sets and levels quickly... all this based on his discussions with the existing tream.

3. A leader will also be challenged by staffs that are gonna push the boundaries. Therefore the boundary lines must be drawn as a first step to leading the team. Your team will need to learn the do and dont's as a starting point and thats is why leaders normally get staff together when they enter the door.

 

first thing you should do. show some respect to all your subordinate. and a capable as there new manager.and don't ever ever show to them that you are a weak leader, because you can't get full attention if you're a weak team leader. stand tall infront of them with a full support.As new manager and a team leader, On your 1st day set a meeting to know them well. learn about their specailties and there role and there vison and motivation.

 

lead them and asses them with a full knowledge on you're experience and trustwothy. to lead them, just get a weekly report to rectify some circumstances as possible.

 

Manager faces hostile environment usually whenever a manager gets first assignment in an organisation. Usually it is coomon that nobody accepts change & it becomes an obstacle for a new manager. Therefore i suggest , manager must exercise his/her role as per the rule and follow rules of management & try to bring professionalism at the very begining in his/her team and at the same time keep a necessary gap wherever is required in his/her team

Difficulties with a new team could be:

1- Team adjustment or fit in as leader

2- Receiving issues in accepting the new manager and vice-versa

3- Building health and cooperative working relations with the team

Based on my practical experience, I would advise, a new manager;

 

1- First, develop trust with your team through his/her words and actions

2 - Understand their needs/interest first and then plan the action part

3- Based on team members skills and potential give them their task and assess them

4- Try to sit in with them without focusing on work, do support them in personal life issues and this build the image and trust of manager/leader

Building trust and gaining confidence is not easy, a manager need to invest time in to it

This will be different if you are promoted internally or a new hire as manager. In both cases you will face rivalry and conflict. Subordinates either challenging you or pushing you to see how far you can be pushed.

Advise:

·          Be a good listener and slide into things, you want to keep the management happy and your subordinates happy.

·          Take it slow but not too slow, your hire ups will give you a timeline and you need to follow that timeline.

·          The best way to monitor performance is to break down all processes and make KPIs.

·          Create SOPs for all processes and be willing to modify them.

·          Learn when to say and admit if a subordinate took advantage due to lack of knowledge or leniency.

·          Never overreact or show immediate reaction, sometimes you will be wrong; that is the part of learning process.

·          Always reward based on performance, never get personal. And don’t judge based on personality.

Difficulties:

1. You don't always get to choose your team.

2. Conflict in the team.

3. Discipline in the team (timeliness in meetings or deliverables or anything else)

4. Decorous arrangement for your management.

5. Achievement of a target with your team fellows after commitment.

6. Being generous and having patience.

7. Being a Leader rather than a Boss is one the most crucial step to take while chasing any target.

8. Time management.

 

Advice: keep an eye on conflicts in the team, be responsible for your team's actions, deal with problems diplomatically. Always give your best with honesty and pragmatic with your thoughts. 

There can be two scenarios here. Case 1 One of the team members is promoted as a manager. In this case, the new manager knows the strengths and weaknesses of his team and even the vice versa is also true. The manager can face resistance from the team and initial challenges include conflict management. In any case he has to lead by example. From the start he should show trust in the team by delegating work as per capabilities and expertise. This will empower the team and they will start reciprocating with mutual trust and responsibility sharing. Case 2 The manager is a new recruit and the entire team is new to him. Now in this case the team members will try to judge the manager bit early and the vice versa also happens. Here both, the manager and the team should have patience and tolerance for each other. The manager should have open discussion with team members as a whole and separately with individuals. He can understand the behaviour of the members and can get indications regarding each members' team inclination. Next he can share tasks and ask members to pick up tasks as per their choice. This will help him gain trust of the team and slowly the team will start to identify him as a leader, not just a new boss. The task delegation by member's choice will make them more accountable towards goals and commitment towards the manager

Welcome to the first good analysis of internal and external peripheral indicators and determine the optimal combination to achieve the objectives for which the team was found

One of the difficulties a manager may encouter is resistance from the team, since they may already have opinions of you and may make your life difficult inorder for you to fail. Especially if some of them had desired your role but didn't get it. How do you then deal with this at the onset?

Teams are very dynamic, and you may not necesarily apply the same principles from one organization to the next due to the nature of work and culture of the organization. My take would be, learn the team, know and understand your teams strengths - get to know your individual members strengths and how you can inspire them to do better. After which you then maximize their strenghts to the benefit of the organization. In addition, delegate and give them space to innovate and bring in new ideas, to try out new things but also take the lead and show the way. let them know how you like things done, your style of management, etc.

The management of the team varies according to the intellectual and mental level of the team so that the management of the team varies according to the team of workers or technicians or a team of the same level of science and is the most difficult certainly in the case of workers I think the most appropriate way to come a lot of intensity with a little bit of flexibility as the technicians and your practical experience and find solutions to all problems The professional you face is guaranteed to respect you and listen to you in any direction to them either the team has the highest education, the way to deal with them should be by the side of a simple friendship