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Transitioning into people
management
Kim Dewe | Blue Array
slideshare.net/kimdewe
@kimdewe
Hello!
Head of SEO at Blue Array
@kimdewe @bluearrayseo
Speaking from
experience
55
team members
1
managing a
junior SEO
managing a
small team
managing a
big team
2 3 4 5
year
My people management
progression
What’s to come:
The transition
Defining the role
Why we end up as ‘pendulum managers’
What I’ve learnt
1
2
3
4
People manager?
You
Trainee
Analyst
Specialist
Lead
Team Head
44% of first-time managers don’t
feel prepared to lead
Source: grovo.com
If you love it,
don’t leave it
doing SEO
KIM DEWE - Transitioning into people management (BrightonSEO April 2022)
The role
What exactly does a people
manager do?
Modern
people
management
KIM DEWE - Transitioning into people management (BrightonSEO April 2022)
People manager
responsibilities
recruiting bi-weekly 1:1s
mentoring
emotional health
of the team
improving
collaboration
conflict
resolution
budget
requests/approvals
big picture
strategy
performance
reviews
project
assistance as
needed
team
organisation
& structure
Adapted from: Rand Fishkin, 2013
SEO
focused
People
focused
People managers
SEO
focused
People
focused
The Pendulum
Manager
What I’ve learnt
Lessons from my
people management journey
Radical
delegation
1.
Radical delegation framework
Who can do this work?
If you did this
work, how
high leverage
would it be?
Low to
medium
Very high
Various folks Only you
Delegate
& forget
Delegate to the
most suitable
person
Focus deeply
yourself
Set up the
essential
foundation
Shreyas Doshi, 2021
Discover
“you’
2.
KIM DEWE - Transitioning into people management (BrightonSEO April 2022)
Green leader Yellow leader
Brings everyone
together
Propel the team
with action
Red leader Blue leader
Uses logic-based
skills
Dream and
inspire
Adapted from: WE, 2016
Psychological
safety
3.
Seen,
heard,
celebrated
Building
psychological
safety
Facilitate
everyone
speaking up
Create
opportunities for
new ideas
Avoid blaming
and focus on
solutions
Demonstrate
genuine care for
team members
Solicit feedback
(and provide
several channels
for it)
Show
frequent
appreciation
Promote positive
dialogue and
interactions
Nip negativity
early
Champion your
team
Thanks for
listening
Thanks for
listening
@kimdewe @bluearrayseo
SEO People Managers..
..may find transitioning difficult
..enable others to succeed
..aren’t perfect and don’t have all the answers
..learn and adapt
Appendix
Tools to support
new people managers
Online
resources
knowyourteam.com/blog/
about.gitlab.com/handbook/people-group/
rework.withgoogle.com/subjects/managers/
linkedin.com/learning/new-manager-foundations-2/
Books
Podcasts
Individual contributor
responsibilities
People manager
responsibilities
budget
allocation
tactical
execution
metrics
reporting
emotional
health of
self
project
definition
creating scalability
(documentation, etc)
setting time/difficulty
expectations
defining
metrics
providing
feedback
across the
team
project/
product strategy
recruiting
bi-weekly
1:1s
mentoring
emotional
health of
the team
improving
collaboration
conflict
resolution
budget
requests/approvals
big picture
strategy
performance
reviews
project assistance
as needed
team organisation
& structure
overlap w/ people
manager responsibilities
overlap w/ individual
contributor responsibilities
more
junior
more
senior
lower higher
more
junior
more
senior
lower higher
Adapted from: Rand Fishkin, 2013
Individual
contributor
People
manager
vs
Radical delegation framework
Who can do this work?
If you did this
work, how
high leverage
would it be?
Low to
medium
Very high
Various folks Only you
Delegate
& forget
Delegate to the most
suitable person
Focus deeply
yourself
Set up the essential
foundation
(and monitor
actively & closely)
(and share
learnings with your
team after it’s
done)
(but clarify that you
are always available
to help)
(and then closely
coach a team
member as they do
it)
Shreyas Doshi, 2021
Green leader Yellow leader
GREEN LEADERS bring everyone together. They resolve
conflicts amongst team members and ensure that
all team members are feeling good. Greens are great
at building relationships within groups and creating a
positive environment for groups. They are often seen as
great “people people.”
YELLOW LEADERS propel the team with action. They
lead by example, motivating people and maintaining the
team’s momentum as they move toward the goal. They
keep teams focused and can be persuasive in getting
their way. They are often seen as reliable people who
follow through and get things done.
Red leader Blue leader
RED LEADERS use their logic-based skills to make
sure that groups are being realistic and achievement
focused. They analyze the team’s goals and actions and
decide the best possible way to achieve the goals, given
specific conditions and circumstances. Reds do a lot of
calculating, analyzing, systematizing, organizing and
budgeting. They are great at providing solutions that
“make the most logical sense.”
BLUE LEADERS dream and inspire. They are the ideamakers,
they approach problems in new ways and tackle
tasks differently than others. Blues are always thinking,
brainstorming, suggesting and looking ahead at where
the team can go. They are often seen as “big picture”
thinkers.
WE, 2016
Leadership types

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