Manager of One
To be successful at Content Distribution, team members need to develop their daily priorities to achieve goals. Managers of one set the tone for their work, assign items and determine what needs to get done. No matter what role you serve, self-leadership is an essential skill needed to be successful as a manager of one.
To be successful at Content Distribution, team members need to develop their daily priorities to achieve goals. Managers of one set the tone for their work, assign items and determine what needs to get done. No matter what role you serve, self-leadership is an essential skill needed to be successful as a manager of one.
Every team member is expected to not just excel in their position, but identify and suggest improvements in the way we work.
Skills and behavior of being a manager of one as a Team Member:
Skills and behavior of being a manager of one as a Team Member:Takes responsibility to complete tasks and goals within appropriate timelines
Delivers on commitments independently and without supervision
Drives issue-based discussions grounded in a clear understanding of challenges and barriers
Highlights areas for process improvement and proactively brings them up with leadership
Continuously looks for opportunities to improve or iterate on current processes
Communicates status of goals and delivers on agreed-upon timing of completion with leadership
Uses the knowledge base before asking a question that was answered a 1000 times before
Skills and behaviors of being a manager of one as a People Leader:
Skills and behaviors of being a manager of one as a People Leader:Holds their team accountable for establishing goals and meeting their commitments
Consistently hires managers of one that fit the Content Distribution values
Establishes goals for their team while seeking input from leadership
Skilled at having difficult conversations with team members and leadership
Strengthens team relationships using empathy and emotional intelligence to adapt as needed to enable the manager of one skills and behaviors
Serves as a role model for what it takes to be successful as a manager of one in an all-remote setting
Promoting from within
The advantage of promoting from within means we can reward our most ambitious colleagues with more responsibility, decrease risk of failure with unproven candidates, and decrease training costs and time
The disadvantage is that your manager has a limited amount of time for you and probably has less experience managing people.
Everyone deserves a great manager that helps you with your career. They should let you know when you should improve, hire a great team, and motivate and coach you to get the best out of you.
Building High Performing Teams
Building a team to deliver results is a very important aspect of improving efficiency and iteration. A high-performing team will always deliver results. As a leader at ContentDistribution.com , your role is to develop a high-performing team to reach the desired level of performance and productivity. There are certain traits that high-performing teams display:
Have a clear vision of their objectives and goals
Stay committed to achieving their goals
Manage conflicts
Maintain effective communication and a healthy relationship with each other
Make unanimous decisions as a team
Skills and behavior of building high performing teams competency for Managers:
Models and encourages teamwork by fostering collaboration, communication, trust, shared goals, mutual accountability and support
Fosters an environment where results are balanced with time management of multiple assignments and DRI's on important topics
Empowers team members to be a Manager of One and gives them the tools to grow professionally in their careers
Attracts and retains top talent by creating an inclusive environment built on trust, delegation, accountability, and teachability
Articles
Books
Virtual teams are much more likely to fail on crucial conversations than colocated teams
We need to develop the skill of sensing the tone of a-sync conversations to uncover potential issues
We need to find a way to create psychological safety for people in official channels
Starting with empathy is a great way to gather the context needed in a tense situation - this is hard a-sync, but more important
Consider getting context 1-on-1 (through Slack) before posting a comment in an issue that you might regret later
As leaders, we need to give context as well. A good question is: "What would have to change for us to get X prioritized…"
Documenting something is not a replacement for having the hard conversation
Crossing the Chasm: Marketing and Selling High-Tech Products to Mainstream Customers - Geoffrey A. Moore
The First 90 Days: Proven Strategies for Getting Up to Speed Faster and Smarter - Michael D. Watkins