There's a situation that I'm facing, but this video helps me so much. It's hard to execute your job the right way when you never had any training on the job you were hired for. So I'm now trying to teach myself and look for resources that will help me how to do my job the right way...Thank you so much
i just started assistant managing in my barbershop, first time ever in this position anywhere, so im glad to come across this as i search for tips to help me out! thank you for this
Thanks for these insights for first-time managers! We especially appreciate the focus on trust and communication; it is key to building a motivated and high-performing team. If they trust you and can communicate openly, it'll be easier to address issues before they disengage or leave. It also makes team buy-in much easier because they'll know you're also on their side. One Sandler Training tip that we'd like to share is to make time for individual check-ins so you can build connections and understand their key motivators. When you know what each person wants, you're able to connect their personal goals with company initiatives 📌
Thanks for the feedback! Agree on all points. I did mention 1:1s in the “get to know your team” section but agree it could have been more prominent - fyi check out my episodes on 1:1s where I cover this in a lot more detail. Thanks again for taking the time.
Just about a month ago my direct manager told me that soon he's gonna announce me a leader and I'll have to lead the team, ever since I think about the position and roles everyday! I really hope that I can make it to the position that he's holding for me, as well as being able to be a great learder like I wish to be, I'll be back to this in years for updates🤘🏼❤
This is eye opener for me, to understand each point. I recently promoted into Leadership role, i'm struggling to understand the people as i moved to europen country from asia. Here people are professional attachment from the company, but my background is from emotional attachment from the company.
I start my associate director role next wednesday and this video has giving me so many helpful tips and thought starters that apply to my specific personalities. Thank you!! You've gained a new sub!!!
The term 'strong leadership' may be linked to organisational desires for managment control with limited regard to the use of soft management skills. I prefer 'effective leadership' which means helping your staff to succeed and achieve their best in the workplace, using those soft skills along with an understanding of human behaviour at work to achieve this.
@@risrcareers The word strong is often associated with Leadership. Its a word that can suggest a more authoritarian style or approach. If so, there are better ways to both lead and manage people at work.
I’m a team Lead at the largest retail company in the US. It seems like my managers are more focused on what we didn’t do vs what we did do. Highly demoralizing tactics are ineffective
I think we work for the same company. My coach really wants me to be a team lead. She has a lot of faith in me. The only thing is that the store manager is a real hard ass and I've seen it first hand. I really want to role but it is really demoralizing when there is so much negativity.
I am in my 7th month as staff manager of 6 agents. My district manager is being pressured by the regional manager. So, he is putting extra pressure on us. And I already have so many other things I am trying to get done. I had an agent resign 3 weeks ago, and I have a new agent who started 4 weeks ago. So I have been training her. And then the agent who started 2 months ago is not getting any of the expectations done. When I do a coaching form, or talk to her about it, she gets defensive with excuses. I am good at being motivational and inspiring. But in this case, it’s hard bc she is not comprehending anything. I have trained 7 agents, and none of them had this big of an issue learning. I have another new agents starting in a couple weeks, so I don’t have time to retrain the other agent. It’s very overwhelming
It's tough when you have a difficult team member who just isn't getting it. My approach to this is typically: (1) Make sure they get a chance to improve, and instead of pointing out where they went wrong, ask them how THEY think they are going and, if they recognise their performance is not up to expectations, what THEY think the issues are. Sometimes this reveals a solution (e.g. lack of training on a particular aspect), BUT... (2) If they genuinely don't see any problem with their work and just don't "get it", then I'd move straight to performance management, letting them know (a) their performance is poor, (b) the reasons why along with some specific examples, and (c) 2-3 actionable things they need to improve within the next period of time. Follow this up with a short written note around (a),(b), and (c). Then check in regularly to review their work and give them feedback on how they are tracking with their improvements, but once that deadline is up, if they have not improved, then give them a final warning (and another written note, and the same actions again and some time to improve) before letting them go if they still do not meet the standard. If they do improve, then give them more things to improve, and continue the cycle until they are up to speed. If you are in a jurisdiction where you can fire them without needing to give them a warning, and you are in sales, then you can take a shortcut by just giving them one warning and a chance to quickly improve before quickly firing them. Chronic underperformance is extremely challenging and, as you've discovered, very time consuming and draining - a structured approach such as the one I've outlined should help you get through it in a methodical way.Hope that helps!
Showing up is a big part of success. I’m an operations manager at Amazon and we have so many Area Managers that go on leave of absence for one reason or another. I worked in the oilfield prior with a lot more stress and people rarely went on leave. Amazon does a terrible job hiring Area Managers. They hire cheer leaders not people who understand the operation and how to deal with people.
I hate cheer leaders... I want a leader who will get their hands dirty. I hope to be that kind of leader as well. Being more hands on seems like a theme here. Being more present and available.
How do you delegate though? Its hard to trust that others will do the job right. If everything falls on you, how do you get the important tasks that need to be done, done correctly?
I have always found this promoting a bit wierd. Why would i promote my best .... To a managing position. I have lost my best... wich will cost business and time And have a really fresh manager who also needs time to find his comfortable way.
I have too much to say to respond here, but I will do an episode on this!.. needless to say, I absolutely disagree with your pov, but for really rational reasons.
@@risrcareers I'm a "best" that has recently been promoted to managing. Over the past 7 years, I have really worked on my leadership skills with varying forms of training, studying, and of course practicing among my peers. My boss has noticed these traits and has wanted to take advantage of them and develop them even more. In doing so, my old position has become available for a new person to come in that will bring a fresh way of thinking. This will, in time, spur positive growth and changes with new ideas and thought processes. In summary, it's just a natural progression of growth that will net more positive returns in the future. Much like introducing a change in a weight loss plan when the plateau has been reached.
@@CatDadGamerI'm about to start as a manager for the first time and I am considered the best at my job.... I am super nervous, which is why I watched this video. Good luck to us both.
![[#2024MAMA] ROSÉ (로제), Bruno Mars - APT. | Mnet 241122 방송](http://i.ytimg.com/vi/dgGqD28J6aQ/mqdefault.jpg)
This is the best video on whole RUclips about management for beginners. 🎉
"look after yourself so you can look after your team"
💯 🙌
Guess I’ll never make it to DM even with schooling 😂
Accountability will literally make or break anyone
There's a situation that I'm facing, but this video helps me so much. It's hard to execute your job the right way when you never had any training on the job you were hired for. So I'm now trying to teach myself and look for resources that will help me how to do my job the right way...Thank you so much
i just started assistant managing in my barbershop, first time ever in this position anywhere, so im glad to come across this as i search for tips to help me out! thank you for this
All the best!
stumbled across this video and watched it twice so I could take some notes as a new manager. Thank you
Love from India ❤
This Is really helpful I started leading a team consisting of 6 members and this is really helpful
Amazing! Great ideas and well detailed information . Thank you so much 🙏🤝
Thanks for these insights for first-time managers! We especially appreciate the focus on trust and communication; it is key to building a motivated and high-performing team. If they trust you and can communicate openly, it'll be easier to address issues before they disengage or leave. It also makes team buy-in much easier because they'll know you're also on their side.
One Sandler Training tip that we'd like to share is to make time for individual check-ins so you can build connections and understand their key motivators. When you know what each person wants, you're able to connect their personal goals with company initiatives 📌
Thanks for the feedback! Agree on all points. I did mention 1:1s in the “get to know your team” section but agree it could have been more prominent - fyi check out my episodes on 1:1s where I cover this in a lot more detail.
Thanks again for taking the time.
1:44 Don't wait. Be proactive. Learn yourself.
Just about a month ago my direct manager told me that soon he's gonna announce me a leader and I'll have to lead the team, ever since I think about the position and roles everyday! I really hope that I can make it to the position that he's holding for me, as well as being able to be a great learder like I wish to be, I'll be back to this in years for updates🤘🏼❤
May God bless you! You are inspiring and very much helpful
This helped me prepare for my interview. Thank you!!
This is eye opener for me, to understand each point. I recently promoted into Leadership role, i'm struggling to understand the people as i moved to europen country from asia. Here people are professional attachment from the company, but my background is from emotional attachment from the company.
Im getting prometed to a team lead in retail. This video helps a lot I start tomorrow in my new role.
Congratulations !!! 🎊 👏🏽
@@notapottopissin7493 Thank you 😀
Congrats - let us know how you go!
Thanks for this tips
Intro hits me 100% exactly where my anxiety stress comes from
Thank you so much!
These are really wonderful tips!!
❤ wow this is awesome thank you so much
Связка огонь, пока работает, пробуем 😮🎉
Thank u for sharing I wish I had more training in leadership.
Really nicely structured and easy to understand and relate material.
Thanks a lot for sharing that!
Thanks for this , very simple to understand yet very powerful
This is the best subscription I've clicked. I will be binge watching & taking notes. My leadership style is situational. Thank you!
Great stuff - thank you! Lots more to come….
Inspect what you expect
Took some notes. thx!
This is the best information ❤️🙏
Nice to see you are back with new content. Do you have any premium content on linkedin learning?
Thanks! I don’t yet have premium training content available but stay tuned for an announcement later in the year!
I start my associate director role next wednesday and this video has giving me so many helpful tips and thought starters that apply to my specific personalities. Thank you!! You've gained a new sub!!!
Thank you, congratulations, and all the best in the new role!
Beautiful content. Well-produced video. Valuable pointers.
The term 'strong leadership' may be linked to organisational desires for managment control with limited regard to the use of soft management skills. I prefer 'effective leadership' which means helping your staff to succeed and achieve their best in the workplace, using those soft skills along with an understanding of human behaviour at work to achieve this.
I’m not sure I understand.
@@risrcareers The word strong is often associated with Leadership. Its a word that can suggest a more authoritarian style or approach. If so, there are better ways to both lead and manage people at work.
Thank for this tips 👏🏻😍 from Kuwait 🇰🇼
One more great video
Great tips!
Great content! Thank you
I’m a team
Lead at the largest retail company in the US. It seems like my managers are more focused on what we didn’t do vs what we did do. Highly demoralizing tactics are ineffective
Oh dear I’m sorry to hear that. Agree with you 100%!
I think we work for the same company. My coach really wants me to be a team lead. She has a lot of faith in me. The only thing is that the store manager is a real hard ass and I've seen it first hand. I really want to role but it is really demoralizing when there is so much negativity.
7 Eleven🤣🤣
Thanks!! You helped a lot ❤
Great overview thanks
Great video!
Very insightful
I am in my 7th month as staff manager of 6 agents. My district manager is being pressured by the regional manager. So, he is putting extra pressure on us. And I already have so many other things I am trying to get done. I had an agent resign 3 weeks ago, and I have a new agent who started 4 weeks ago. So I have been training her. And then the agent who started 2 months ago is not getting any of the expectations done. When I do a coaching form, or talk to her about it, she gets defensive with excuses. I am good at being motivational and inspiring. But in this case, it’s hard bc she is not comprehending anything. I have trained 7 agents, and none of them had this big of an issue learning. I have another new agents starting in a couple weeks, so I don’t have time to retrain the other agent. It’s very overwhelming
It's tough when you have a difficult team member who just isn't getting it. My approach to this is typically:
(1) Make sure they get a chance to improve, and instead of pointing out where they went wrong, ask them how THEY think they are going and, if they recognise their performance is not up to expectations, what THEY think the issues are. Sometimes this reveals a solution (e.g. lack of training on a particular aspect), BUT...
(2) If they genuinely don't see any problem with their work and just don't "get it", then I'd move straight to performance management, letting them know (a) their performance is poor, (b) the reasons why along with some specific examples, and (c) 2-3 actionable things they need to improve within the next period of time. Follow this up with a short written note around (a),(b), and (c). Then check in regularly to review their work and give them feedback on how they are tracking with their improvements, but once that deadline is up, if they have not improved, then give them a final warning (and another written note, and the same actions again and some time to improve) before letting them go if they still do not meet the standard. If they do improve, then give them more things to improve, and continue the cycle until they are up to speed. If you are in a jurisdiction where you can fire them without needing to give them a warning, and you are in sales, then you can take a shortcut by just giving them one warning and a chance to quickly improve before quickly firing them.
Chronic underperformance is extremely challenging and, as you've discovered, very time consuming and draining - a structured approach such as the one I've outlined should help you get through it in a methodical way.Hope that helps!
Woww you nailed it.
What a great video!
Fantastic Video 😍🥰❤💖
Thank you💕
Really good video
Showing up is a big part of success. I’m an operations manager at Amazon and we have so many Area Managers that go on leave of absence for one reason or another.
I worked in the oilfield prior with a lot more stress and people rarely went on leave. Amazon does a terrible job hiring Area Managers. They hire cheer leaders not people who understand the operation and how to deal with people.
I hate cheer leaders... I want a leader who will get their hands dirty. I hope to be that kind of leader as well. Being more hands on seems like a theme here. Being more present and available.
Amazing
turns out im a good team leader
Hi Sir, what's the title of the outro music please?
Hi it’s called “Swim For Me” by Dye O.
Things for you tips.
How do you delegate though? Its hard to trust that others will do the job right. If everything falls on you, how do you get the important tasks that need to be done, done correctly?
i say do it yourself and show them why it’s important if not done
I have a mini series coming out all about delegation - it’s a big important topic. Stay tuned!
Gem gem gem😊🎉 thanks for sharing
❤❤❤❤❤ you rock
❤❤❤
can i get management skill ,free books ?
I’m sure you can find free summaries online if you’re curious 😊
Habiluddin governor
I have always found this promoting a bit wierd. Why would i promote my best .... To a managing position. I have lost my best... wich will cost business and time And have a really fresh manager who also needs time to find his comfortable way.
I have too much to say to respond here, but I will do an episode on this!.. needless to say, I absolutely disagree with your pov, but for really rational reasons.
@@risrcareers I'm a "best" that has recently been promoted to managing. Over the past 7 years, I have really worked on my leadership skills with varying forms of training, studying, and of course practicing among my peers. My boss has noticed these traits and has wanted to take advantage of them and develop them even more. In doing so, my old position has become available for a new person to come in that will bring a fresh way of thinking. This will, in time, spur positive growth and changes with new ideas and thought processes. In summary, it's just a natural progression of growth that will net more positive returns in the future. Much like introducing a change in a weight loss plan when the plateau has been reached.
@@CatDadGamerI'm about to start as a manager for the first time and I am considered the best at my job.... I am super nervous, which is why I watched this video. Good luck to us both.
@@ginadelsasso288 You got this! 👊
What's the name of the soundtrack at the end?