Newsletter – March 16, 2022

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New to managing? Here’s your guide—plus, we’re hiring!

Friends,

Are you a new manager or getting started in a new management role? Are you hiring or onboarding a new manager?

This month, we’re sharing resources for new and newly promoted managers. We’ve got tips, FAQs, and tools to help you get started, build on what you learned in our trainings, and tackle tricky issues (like, what to do when you start managing your former peers).


Quick Tips for a Stellar Start

When you’re new to a manager role, there’s a lot to do. Here are three ways to get off on the right foot with your team.

1. Set up weekly check-ins

You set the agenda and drive the first check-in, then have your staff person do it moving forward. Bonus: commit to giving 2×2 feedback during at least 50% of your check-ins.

2. Have a “getting to know you conversation”

…that covers things like access needs, communication styles and preferences, and personal values—yours and theirs.

3. Set clear goals and expectations

…for the first three months of your work together.


5 Things New Managers Should Know (and Do)

Read The Most Important Things a New Manager Should Know for five mindset shifts to make as you move into management. Here’s a preview:

1. Make it your priority to cultivate relationships.

As a new manager, you are responsible for creating and shaping an environment where people—and the work—can thrive. This starts with building supportive relationships and showing people they can count on you.

2. Get aligned with your team on what success looks like.

Setting goals with your team is one of the most important things you can do as a manager. When you paint a clear picture of success, you can hand off real weight and ownership to your team members. Just think of what you can accomplish when you’re not doing everything yourself!

3. Invest in developing your team.

The makeup of your team has an enormous impact on your ability to advance equity, sustain the work, and get results, so be proactive about shaping it. So, start putting energy into hiring, retaining, and developing people.

4. Guide more, and do less.

Invest your time in aligning on expectations for the outcomes and process. Then, be proactive about checking in on progress and creating accountability and opportunities for reflection through debriefs. Ask questions, seek feedback, and be forthright when things should be going differently.

5. Own your authority.

Even the most experienced managers feel imposter syndrome sometimes, especially when we have faced significant bias at work and in the world. As you seek input and offer guidance, show curiosity and humility, but don’t hide the ball when you’re exercising authority.


Newly Promoted? We Answer Your Questions

A large white question mark sits against an orange background. Text reads “New Manager F.A.Q.’s.”

Q: As a new manager, I know I’m supposed to transition from being a doer (executing tasks) to being more of a planner and coach, but what does that actually look like day-to-day?

Check out How to Spend Your Time as a New Manager.

Q: I manage someone who has more experience than I do and I feel awkward about it. What do I do?

Check out How to Manage Someone More Experienced Than You.

Q: I’m managing people who used to be my peers. What should I do to ease this transition?

See Frequently Asked Questions for Newly Promoted Managers for advice on this common question, and more.

Have a question we didn’t cover? Email us at newsletter@managementcenter.org or find us on Slack.


Do you manage managers?

Here are three ways to support newly promoted managers:

Six Tips for Managing Managers. Learn how to help managers develop the technical and relational skills for their role.

Expectations for Managers Sample. Do your managers know what’s expected of them when it comes to the “what” and the “how” of management? Use this sample to update your role expectations for the managers you manage.

Managing Managers Toolkit. This toolkit focuses on how you can support, get aligned, check in, and evaluate your new manager’s performance on the job.

Meet Other New Managers on Slack

Slack logoThis month, we’re launching a new Slack channel for new managers. Like most things on our Slack workspace, this idea came from the community. Join us on Slack and subscribe to the #new-managers channel to share growing pains, find resources, and get support from other new managers.

If you’re new to the TMC Community Slack, fill out this form to receive an invitation. If you are already a member, follow these instructions to join the new channel.

We’re Hiring!

Client Support Roles
Are you known for your problem-solving ability? Would your friends and colleagues describe you as exceptionally #helpful? Would you thrive in a fast-paced environment match-making clients with our services? Join our client support team! We are looking for a Manager of Client Support and a Director of Client Support. Read more about these positions.

Coach, Education Equity Sector
Are you an experienced senior leader in K-12 education with a demonstrated track record managing high-performing, equity-centered schools and organizations? Do you have a passion for teaching other leaders from diverse backgrounds to do the same? Can you analyze situations to see beyond the surface of a challenge and offer hyper-practical advice to clients managing through change and crisis? If this sounds like you, apply to be a coach today.

Managing for Racial Equity, Inclusion, and Results

If you have completed our Managing to Change the World training and you’re motivated to dive deeper to advance equitable outcomes, this training is for you. We cover incorporating racial equity into your goals, creating and aligning with more inclusive expectations, mitigating bias in hiring and evaluation, and effectively giving and receiving feedback with a lens on power.

Managing for Racial Equity, Inclusion, and Results (4 Days)
March 29, March 30, March 31, and April 1 (1-4pm ET)

Managing for Racial Equity, Inclusion, and Results (2 Days)
April 26 and April 27 (12-6pm ET)

Managing for Racial Equity, Inclusion, and Results (4 Days)
May 2, May 3, May 9, and May 10 (1-4pm ET)

Managing for Racial Equity, Inclusion, and Results (4 Days)
June 13 through June 16 (1-4pm ET)

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