<ul><ul><li>Roles and expectation </li></ul></ul>New managers expectations Direct reports expectations Supervisors expecta...
Expectations matrix “ Old managing tasks, only  with more power, control, and accountability” “ Get things done through ot...
New managers' expectations <ul><li>Keep managing tasks (not necessarily people) as before—only with more power, control, a...
Direct reports'   expectations <ul><li>Get things done through others and do “the right thing” </li></ul><ul><li>The manag...
Supervisors'   expectations <ul><li>Put managerial duties over rights and privileges, and people management over task mana...
Peers'   expectations <ul><li>Expect new manager to cultivate peer relationships as well as relationships with direct repo...
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Mmi leadership 2

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  • First-time leaders tend to focus on management&apos;s rights and privileges, not its duties. They expect to keep managing tasks as they did before, not necessarily people—only with more power, control, and accountability than they had as individual contributors. What new managers often misunderstand is that, to accomplish their goals, they now will depend on other people. Network- and relationship-building—the &amp;quot;people challenges&amp;quot; (such as conflict resolution and politicking)—will actually constitute a major part of their job. And because many new managers anticipate focusing on tasks rather than orchestrating the performance of their group, they often cling to the &amp;quot;doer&amp;quot; role that they played so well as individual contributors.
  • Overall, direct reports have a relatively clear view of a manager&apos;s purpose: to get things done through others and do “the right thing”, meaning an ethical behavior. Today’s employees place greater emphasis on the ethical behaviors, especially when those behaviors would be easy to avoid – behaviors such as “makes and keeps realistic promises”, “shows concern for the problems and feelings of others”, and “avoids actions that bring personal benefit at the expense of others”. At the same time, their viewpoint tends to be strongly influenced by their own interests: They expect their manager to serve their own needs and worries—first and foremost.
  • In sum, supervisors tend to hold the most comprehensive and accurate view of what being a manager really entails. They emphasize managerial duties over rights and privileges, and people management over task management.
  • Many new managers start off paying little attention to their peers&apos; needs and expectations—usually because they feel overwhelmed by their new duties. However, they soon learn that their colleagues expect them to cultivate peer relationships as well as relationships with direct reports and supervisors.
  • Mmi leadership 2

    1. 1. <ul><ul><li>Roles and expectation </li></ul></ul>New managers expectations Direct reports expectations Supervisors expectations Peers expectations Chapter II
    2. 2. Expectations matrix “ Old managing tasks, only with more power, control, and accountability” “ Get things done through others” “ Managerial duties over rights and privileges, and people management over task management” “ Expect new manager to cultivate peer relationships” Supervisors New managers Direct reports Peers
    3. 3. New managers' expectations <ul><li>Keep managing tasks (not necessarily people) as before—only with more power, control, and accountability </li></ul><ul><li>They see their primary responsibilities as: </li></ul><ul><ul><li>Making task-related or operational decisions </li></ul></ul><ul><ul><li>Hiring and firing direct reports </li></ul></ul><ul><ul><li>Providing opportunities and innovative ideas </li></ul></ul><ul><ul><li>Planning </li></ul></ul>
    4. 4. Direct reports' expectations <ul><li>Get things done through others and do “the right thing” </li></ul><ul><li>The managing job is to: </li></ul><ul><ul><li>Organize and direct the group's strategic goals </li></ul></ul><ul><ul><li>Support direct reports as they accomplish tasks, including offering guidance, resources, and a sympathetic ear </li></ul></ul><ul><ul><li>Create the conditions that will help direct reports succeed—providing leadership (including coaching and feedback), anticipating long-term changes in the business environment, and building effective networks </li></ul></ul><ul><ul><li>Solve problems and answer questions decisively </li></ul></ul><ul><ul><li>Do “the right thing”, in the ethical sense </li></ul></ul>
    5. 5. Supervisors' expectations <ul><li>Put managerial duties over rights and privileges, and people management over task management </li></ul><ul><li>The managing job is to: </li></ul><ul><ul><li>Accept final accountability for their unit </li></ul></ul><ul><ul><li>Motivate direct reports to support corporate goals </li></ul></ul><ul><ul><li>Make trade-offs and manage risks </li></ul></ul><ul><ul><li>Formulate and follow well thought-out plans </li></ul></ul><ul><ul><li>Balance their group's interests with those of others </li></ul></ul><ul><ul><li>Protect the reputations of their superiors and the company </li></ul></ul>
    6. 6. Peers' expectations <ul><li>Expect new manager to cultivate peer relationships as well as relationships with direct reports and supervisors </li></ul><ul><li>Managers in other functional areas expect a new manager to: </li></ul><ul><ul><li>Represent his/her group or department </li></ul></ul><ul><ul><li>Span boundaries between groups by sharing needed information and resources </li></ul></ul><ul><ul><li>Set agendas and build networks </li></ul></ul><ul><ul><li>Treat peers as partners </li></ul></ul><ul><ul><li>Do what's best for the company </li></ul></ul>
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