By Sheridan Gaenger

Nothing is more nerve-racking than hearing: “There is going to be a change in management” or “You will be getting a new manager.” Immediately all of these questions start populating your brain and taking over your mind:

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What will he or she be like?

Will they be a micromanager?

Will they flip my world upside down?

Will they be a good mentor?

Will we get along?

I know the panic. We have all been. Throughout a person’s career you will report to a manage a variety of different people with a variety of personalities. You will love some people and some, maybe not so much. But as a manager you have the ability to create and harness a culture, an internal community of advocates that will be motivated to show up, work hard and build up your brand message. Sometimes with a change in management you will be in charge of rebuilding and transforming the way business had been managed and run prior to your arrival, but think of it as an opportunity to refresh and start from scratch.

Change is never easy. It’s usually cumbersome and complicated but going with the right attitude and goals can help bring some ease to these situations. Regardless if you are a new manager or a veteran, stepping into a new role with a new team, here are some values to remember, execute and appreciate:

Have Their Back

The first thing that a successful and motivating manager will communicate to his or her team is that: You will have their back and will be there for support every day. Because you are a new member of the management team, your workforce will probably be a bit hesitant to voice their need for such support so it’s important to be proactive and voice the fact that you are there to mentor them, help them, grow and most importantly be successful to grow their career.

1:1’s are Key

I get it, we all have too many meetings. That’s the nature of the professional world. People call meetings to call meetings. Yes, I get it, a majority of them can be a waste of time. But 1:1 meetings are different and they are necessary. They provide an open and honest avenue of communication between a manager and the employee. Because it’s just two people, everyone can be transparent with what is on their mind in terms of their role, their life or anything in between. 1:1’s also give each individual the opportunity to provide feedback on their performance in a safe, honest environment.

Remember to Breathe

Whether you manage a team of 1, 10 or 100. It can get overwhelming and exhausting. As a manager you are not only in charge of the success of your team, you are in charge of leading them to great things individually and as organization. This takes a severe amount of patience, honesty and yes sometimes a breather. Day to day routines can become overinendated with meetings, events, issues, fires, you name it. A good leader knows when to step back, recharge and conquer your days with a fresh, rested outlook. A good leader has a vision of what they want their team to consist of and what they want their team to deliver. But a tired manager won’t be able to execute on this vision. Collecting your thoughts, gathering the right people and creating the best team with clarity will make success a given.

Be Transparent

No one likes to feel like they aren’t in the know or involved with what’s going on in the business and more so with the health of the business. It’s like being the last one picked in kickball during the 5th grade. It hurts. It sucks. No one likes feeling like that. As a manager you will have more of the inside track to the executive team and what they are thinking of in terms of company and strategy. Host all hands meetings with your team and give them monthly updates to what is going on ‘behind the scenes.’ It will make them feel like they are involved in the larger health of the business and feel motivated to be brand advocates.

Set Goals & Health Checks

People always work better when provided metrics and goals to achieve. In general, people like to be guided and directed to achieve milestones that have been established for them. As a manager it is up to you to work with your team to draft such goals. Depending on your industry, your role and your business these will be different and unique for every individual. But they all should be made a priority to be set and reviewed on an ongoing basis. Setting goals for a fiscal year seems like a great way to paint a picture. But a lot can happen in a hear. Heck, a lot can happen in a month. Setting achievable goals is necessary. And as a leader, you need to hold your team accountable but also be there to help them get there.

Remember, as a manager people will look up to you. Don’t disappoint your team. Don’t disappoint your brand. You are in this role because you are viewed as someone who can lead a team to success. Be open. Be transparent. Be awesome. Your team will flourish and thrive if you guide them with passion, information and inspiration.

What do you think? Is this something you can benefit from or do you have a few tricks up your sleeve that are just as powerful? Make your voice heard by leaving a comment below. Don’t forget to hit the share button if you know others who will find this post useful.

I.C. Collins ~ Author, Educator, Trainer and President: Has One Simple Goal: Improve a Million Automotive Sales Consultants Lives with our ebook "How to Succeed in the Automotive Sales Industry"

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