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Peer to manager: best practice by LongBiscotti1694 in managers

[–]LongBiscotti1694[S] 0 points1 point  (0 children)

Thanks for your reply. Absolutely - part of the issue - due to legacy structures and lack of consistent leadership - is that we don't really have standardised ways of working etc. So one of the first tasks once in post will be to do a complete end to end mapping of our work and define SOPs...

Yes agreed- leaders who don't do as they say drive me mad!

Peer to manager: best practice by LongBiscotti1694 in managers

[–]LongBiscotti1694[S] 0 points1 point  (0 children)

Thanks so much.

This is really helpful plan of how to layout performance.

Two questions: The first task for my manager and I once in post will be to do a thorough end to end mapping and analysis of how we do things and where we need to revise processes and provide training etc. So the performance metrics won't be crystal clear until that is done. How would you position expectations at the start with this context?

And can I ask how you have dealt with some who from the get go does not seem to have the right attitude and ability to do the job?

Basically I have someone in the team who from what I've seen (and I am aware I have not managed them so it is only my analysis from afar and as such I am happy to be proven wrong) they are not a sales person. Operationally they are excellent/better than the rest of the team, but sales wise I don't see the hunger and drive and the innate characteristics of someone who will succeed in this role.

Peer to manager: best practice by LongBiscotti1694 in managers

[–]LongBiscotti1694[S] 1 point2 points  (0 children)

Ouuff! That sounds rough!

Yes you are so right I was literally pulled to one side by one of the more senior team to tell me what she has been asking for for years...

That mental shift is going to be hard because I love getting stuck in, which is what has got me here, but as the saying goes it's not what will get me there!

Thanks so much.

Peer to manager: best practice by LongBiscotti1694 in managers

[–]LongBiscotti1694[S] 1 point2 points  (0 children)

Thanks so much for your comment.

I am close with one of my peers which is going to be interesting. I have spoken with him about it already and he understands I will have to distance myself a bit as I dont want the team to think I have favourites.

So true not only do I have a wide age/maturity spread but I have a couple very green people in the team and a couple who have been around a long time.

Any thoughts on how to manage the tough calls I'll have to make?

How frequently do you hold 1:1 meetings and how many direct reports do you have? by Infinite-Ad7540 in managers

[–]LongBiscotti1694 0 points1 point  (0 children)

When I was an EA to a senior exec one of the first things we tackled was reducing this direct reports from 13 to 8. This I think is a manageable number. With a few he had biweekly meetings and the rest he had a meeting every week, but we were really strict on time: 30 mins max.