So, you finally made that big leap? Leaving your comfortable world among designers to manage them instead. Designers aren't the most extroverted bunch, so taking on a leadership role can be a challenge. Even more challenging is being a newbie manager, unfamiliar with the ins and outs of your new team.
This is where you need to take a deep breath and embrace your new role and the workload that's about to unleash itself. First be confident in your new position - after all, you got the job. You can do this. Second, remember that each new team has a learning curve on both sides. Making your intentions and expectations clear will instill confidence in your team about you as their new leader.
Managing in general poses unique challenges. Shielding your team from external politics can be a full time job in and of itself; building in a sense of transparency with your staff can also be a challenge; and maintaining their focus and morale is imperative. In a world where clients are colleagues and deadlines and project scopes are always on the move, a creative manager has to take a holistic approach.
1) Sincerity
Be sincere in everything you do because people can spot insincerity a mile away. It can proliferate an air of distrust that is toxic to a team environment, especially in the beginning and repairing distrust is difficult.
2) Empathy
It's not about you, it's about your team, your client, your user or your audience. You have to be able to get into their minds and understand the world from their perspective. If you can master this, you are gold.
It's not about treating people
differently, it's about understanding them. What drives, inspires and
scares them? How do you use that to help them grow as creatives, as
people, or team members? Understanding these factors can help you
motivate and inspire, an indication of a good, talented manager.
Everyone works differently. Getting to know their nuances, strengths,
and weaknesses will guide you in how best to help them grow and get
the best they have to offer.
3) Self Reflection
You can't live in a vacuum. Self reflection helps you grow as a manager and as a person. We all have to step outside of ourselves from time to time and look at things from an outside perspective. For example, how could you have handled [insert scenario] better? If the roles were reversed, how would you have like to be treated?
No one is perfect. If you make a mistake, own up to it and if need be, make amends.
4) Selflessness
This can be a tough one for some. You have to let go of your own glory. Devote yourself to your team. When they succeed, give them the credit. When something goes wrong, step up and accept responsibility. Yes, it may be a tough pill to swallow. But they need to know that you have their back. We all have our egos, but a group of egos isn't a team only the illusion of one. You're all working towards a common purpose and it's your job, as the manager, to make sure everyone knows that.
If you can let go of your own desire for glory and focus that energy on your team, it will come back to you greater than you imagined. The best thing you can do for yourself, is to do for your team. Lead by example.
5) Open-Door Policy
Maintaining an open-door establishes a level of comfort and respect. Transparency makes you one of them. You want to be looked upon as a member, not the suit in the office down the hall.
6.) Above all, honor their expertise. Provide a regular stream of sincere feedback and don't micromanage. If you have a talented, knowledgeable, group, let them do what they do best - you are their guide and facilitator. Remember to let them be what they are: designers. The empowerment, inspiration and loyalty grows from that when you do it well. Create opportunities for them to shine as individuals and as a group. If a team member feels empowered they will work harder and are more likely to succeed and in turn, making you look good.
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