Human Not Resources: 1st Time Manager Development

Disclaimer!

This is just my rough notes from the event and my interpretation and renditions of the ideas shared at this event by the panel speakers. Grace for mistakes please 🙂

Eryka Milligan- People and Culture Operations Manager, OpenTable

How do you development leadership roles?

A leader is someone who is setting strategic visions, creating followership. Managers are assigned to you, they need to develop your skills, etc. You can be a leader without being a manager.

What are traits of highly performing managers?

Instant prioritization skills: Being a manager takes time and knowing what tasks to delegate and when to ask for collaboration, when to not take on more responsibilities, etc.

How to determine if someone is deemed worthy to become a manager?

Creating a Strong Career Development Path: Try to create a career path for someone who is interested in becoming a manager, this way, you can determine who wants to take on a managerial role versus someone who wants to stay as an individual contributor.

Maybe, start ERG (Employee Resource Groups) are great opportunities to develop your managing skills. Try take on small managerial tasks like leading a team meeting, etc.

How do you identify managers who are struggling?

Leverage a continuous feedback tool like 15Five and act upon the aggregated feedback data historically in comparison to employee engagement surveys and managerial feedbacks.

Heidi Collins- Vice President of People Ops, Premier Staffing

What are traits of highly performing managers?

High empathy managers, they are managers who meet people where they ar, they go over sensitive coaching sessions without coaching or judgement, instead, they go in to learn more about the employee. It’s a side-by-side type of leadership versus face-to-face type of manager style. They are super invested in the development and growth of their people, they are not focused on their own career development, they are focused on helping employees get to their next level. Lastly, they wholeheartedly embrace the tedious tasks (i.e. administration, meeting planning, informing teams, etc) they are looking for ways to serve their direct reports.

How to determine if someone is deemed worthy to become a manager?

Ask people specific questions during the promotion process to determine if their personal values, professional experience are ready enough to become managers. It’s a great way for individual employees to do a self-evaluation to determine if they are ready to become a manager.

How do you guys do manager trainings?

Make sure everyone is speaking the same language, make sure everyone is practicing soft skills. Manager bootcamps, 8 hours, then design individual workshops are specific managerial skills as follow-up training sessions to ensure that these managerial skills stick. Trainings like wearing different hats and making a game out of it by wearing different hats and explaining the symbolic explanation of each hat based on these roles: Coaching, Leadership, and Manager hats.

Gary Knox – People Development Manager, Twitch

What are traits of highly performing managers?

Random acts of kindness goes a long way. I remember my manager buying me Japanese whiskey and that motivated me to do well at my new role and some more!

How to determine if someone is deemed worthy to become a manager?

Give employees small opportunities to act in managerial roles and determine whether they want to continue to develop those skills.

How do you guys do manager trainings?

Create managerial learning programs and assign 60 day mentorship follow up programs. Track all these sign ups via Google Docs.

Zach Goldstein- CEO/Founder, Thanx

How do you development leadership roles?

For the right role, skills can be train, in a small company – for example SDR managers, they are in charge of helping their team, individuals immediately versus vision planning. People are motivated by purpose, pleasure, and paycheck. These motivations help managers determine what type of attention they need to give to that individual employee.

How to determine if someone is deemed worthy to become a manager?

Help throw people into a managerial role to get real feedback to see if they like being a manager. Getting feedback from your peers from a manager’s perspective at that stage will help determine if that individual employee would want to challenge themselves and take that manager path.

How do you guys do manager trainings?

No formal manager training for small start ups around 60 people. Continuous education of any sort helps to supplement, for example, reading a specific book like Radical Candor (shared language). Committing to company values of building rapport prior to expressing hard truths: express positive statements and appreciation prior to speaking hard, smashing truth to an individual. Meta-1on1s is a good managerial training practice to help individuals learn how to conduct productive 1on1s. Blocking off practices like review 15Fives on employees calendars to help build managerial habits from employees.

Have new 1st time managers shadow a senior manager’s 1on1. It’s a great experience for the new manager to understand the cadence of 1on1 and they get first hand experience. Additionally, the senior manager can have a fresh perspective from the 1st time manager and receive rich feedback on how they can improve.