Remember that your success now depends on the achievements of your team. Prioritize their development and performance rather than trying to do everything yourself. This shift in mindset is critical in your new role.
2. Know your team
Building strong relationships with your direct reports is key to creating a high-performing team. You may want to meet with each team member in person during your first week. Asking questions will help you understand their strengths, development requirements, and career aspirations. They will value you if you take the time to get to know them as individuals, so make sure you show interest in them and don’t just talk about their workload.
It’s not about being their best friend, it’s about building trust and rapport. When your team trusts you, they’re more likely to be engaged and proactive.
As a new functional manager, you need to decide how you will work with your team and how often you want to meet with them as a whole and individually. A routine of regular touchpoints can help teams adjust to new management:
Team Meetings: Many team leaders find it helpful to hold weekly meetings to discuss workload and priorities. Teams with daily KPIs (such as sales targets) might even meet daily. In addition, you’ll want to schedule additional, longer events for team building and training. I offer the Enneagram to teams as an effective way to improve team effectiveness, engagement, and well-being.