Really, it couldn’t be this simple, could it? Yes, it is. Follow these five rules, and your new team will be productive, happy and support you.
OK. You’ve been through the interview process, done your due diligence, and have an understanding of why there was an opening.
Perhaps the last guy got a promotion, won the lotto, or was simply not great at the job – whichever way you’ve landed the role, you’ve been brought in to replace them. So how do you get your new staff to accept you as their new leader? In my experience, there are five simple steps you need to follow.
If only we knew everyone who needed our help … or who we could help.
Like any businessman, coach and consultant, I spend a fair amount of my time moving around the marketplace, making sure I know what’s going on, and keeping in touch with friends and colleagues. It’s just second nature, really.
I don’t go to networking events just to drum up business. I go to maintain comradeship, to learn what’s going on, to seek new ideas, and to contribute my own opinions, support and friendship to the process. When I remember that’s what I am doing, I find business pops up in the most unexpected places!
So I took a moment today to jot down my “Ten Successful Strategies For Networking”. They seem obvious, but I often forget them, so writing them down was a useful reminder to me, too!
Effective business networking is the linking together of individuals who, through trust and relationship building, become walking, talking advertisements for one another.
THE TOP TEN TIPS
You know, some people have been saying that for years! But no, I don’t mean I’m an ill-mannered, rude, uncaring bigot. I simply mean I am fully committed to achieving my goals.
I’m sure you’ve all heard the riddle ‘In a bacon and egg breakfast what’s the difference between the chicken and the pig?’ – ‘The chicken’s involved but the pig is committed’.
Are you committed, involved, or something else?
It’s been applied to all manner of things from scrum agile project management to sports. And yet it’s a concept, when expanded, which can be applied to nearly any endeavour. I was thinking about this and you know what? I felt there’s a whole farm that needs calling out.
Baldrick: “What I want to know, Sir is, before there was a Euro there were lots of different types of money that different people used. And now there’s only one type of money that all the foreign people use.
And what I want to know is, how did we get from one state of affairs to the other state of affairs?”
Blackadder: “Baldrick. Do you mean, how did the Euro start?”
Baldrick: “Yes, Sir, if it please you, Sir.”
Blackadder: “Well, you see Balders me lad, way back in the good old 1980s there were many different countries all running their own economies and using different types of money. Oh, the messy, wild fun of it all!
The following article is from Julie Ulbricht at mamamia.com.au. It’s reproduced in full.
Send hope, not flowers by Julie Ulbricht
Last year a girl I went to school with died in childbirth. I was in shock when I heard the news. She went into labour in a hospital in Melbourne, there were extreme complications and she died – leaving her baby to be raised by her devastated partner. Everyone I ran into that knew her was dumbfounded. Who dies in childbirth in Australia?
In my career I have focussed a lot of energy and time on “project rescues” – the bigger the problem, the more hostile the stakeholders, the worse the management controls, the greater the lack of belief, the more complex it becomes to disentangle the situation, the stronger the blame game … yes, you get the picture.
I know so many Project Managers who simply bail out when they see a project going wrong, or if they’re brought in to fix a situation up that’s gone to poo then they won’t go anywhere near these situations. They don’t want to deal with someone else’s stuff up. They think they’re going to fail too. They’re scared it’s going to destroy their career. “Too much risk” they mutter, and slink off, Gollum-like, into the darkness. Continue reading