Editor's introduction: "Working" to "Training People" is one of the most critical turning points for everyone from their career development, so that the content, method and mentality of their work need to be adjusted.

Edit Introduction: "Working" to "Training People" is one of the most critical turning points for everyone from their career development, so that the content, method and mentality of their work need to be adjusted. The topic of this article is team management. The author will share some tips to teach everyone how to become a leader and how to manage their own team. Come and have a look!

In the past two years, a major topic in team management has been to help -1 students complete the transition from "business backbone" to "team leader". I witnessed their pain and growth in the process, and also reviewed my experiences a few years ago from another perspective.

Looking back, the biggest help at this stage is not to learn what specific methodologies to master, but to listen to how others face it specifically and have psychological expectations for possible problems. I hope my own summary can help you who are going through this process or are about to go through it.

When I was working for the third year, I had the opportunity to lead a small team. When I heard this news, I was extremely resistant and had no confidence to be a good leader. The other students in the team can stand on their own and have their own expertise. I still have obvious shortcomings in my business ability, and I think there is still a big gap between me and I think I am still leading the team. With the encouragement of the leader at that time, I bit the bullet and started to grop.

"working" to "leading people" is one of the most critical turning points in the career development process of many people. But this change is not easy, and everything from the content, method to the mentality of the work, will need to be adjusted.

1. Important premise: Establishing correct self-awareness

Compared to the opportunity to get promoted, the more important thing is to first establish a crucial self-awareness: whether I like it, whether I am suitable for it, and whether I can be a leader.

is not something that can be done well by just working hard, nor is it something that everyone can get a sense of accomplishment from it. Management-oriented and professional talents can also find development paths in the workplace, and no one is better or worse.

There are many professional evaluations on the market that can help us judge, but if we only use one question to distinguish whether to enjoy becoming a leader, that is, ", are you willing to achieve others' ".

I didn’t think about this problem seriously at the beginning, but just regarded it as one of the challenges in the workplace. In the past 4 years, I have gradually discovered that I have achieved great success in "helping others grow" and have also received positive feedback and sincere thanks from many classmates. Recently, our team conducted a Gallup test collectively, and I realized that "Bo Le" is my top 3 advantage.

In the process of learning to be a good leader, although I experienced a lot of discomfort and pain, it helped me understand myself better, understand others, establish connections with more people, experience a sense of responsibility, and grow faster.

If you have such an opportunity but are not sure whether you can do it, I suggest you actively try it out, even if you may not develop into a management talent in the future, even if you just lead an intern, even if you find that you are not suitable for yourself in the end. If you don’t try, how do you know that you really can’t do it?

2. Fundamental transformation: "Fight alone" to "Team Fight"

My mentor told me that the work results of a leader should be the overall output of the team. After becomes the leader, your work content will change dramatically. The essential difference is from "one fight" to "team combat".

Most new leaders are promoted by the company from the backbone of business, with outstanding business capabilities, strong sense of self-control and independence. Even if it involves horizontal communication, it is also a project result-oriented approach, and the overall situation is still a one-on-one battle. But a small team that has to take care of several people at once has no way to consider their own progress, worry about everyone, help everyone improve their work output, and increase uncertainty.

When a classmate first became a leader, he talked to me about the feeling of losing control of , which "can't rely on yourself to get work output". She has been doing sales-oriented work in the past, relying on her own abilities to gain customer trust, and being responsible for overall sales performance based on her own judgment.Although cross-team cooperation is stressful, one person is a team. Changes in work content are the biggest difficulties she has encountered. I also empathize with

and have experienced this. In summary, this sense of out-of-control usually comes from two emotions. Either you feel that you are the strongest in the team and others will drag you down; or you feel that you can't be the strongest in everything. Like many people, I had a misunderstanding about "management" at that time: management ability = business ability, the premise of leading a team is that it is stronger than team members in all business ability.

former CEO has a famous management quote, context, not control. Being able to restrain yourself and reduce control over the team, except for putting people in the right position and giving enough contextual information, the fundamental thing is to accept from the heart that you can do something well without relying on yourself. This means that you don’t need to be the best person in everything on the team, and you can’t just let others benefit from your own performance.

A leader's daily work should be spent 70% of the time on other members, and they should do a reasonable division of labor according to their abilities, guide their work, pay attention to their growth and confusion, and ensure that they achieve results that meet expectations; 30% of the time do things that others cannot do for them.

3. A few practical tips

Based on the trial and error of the past few years, I have summarized a few small Tips, which may help you adapt to the role change faster.

first. If you are "airborne" or "promoted", on the first day of becoming a leader, it is recommended that you communicate in depth with each member of the team at 1on1, introduce yourself, understand their past work experience, current confusions in work, what help you need the most, and record them in detail.

Every time I take over a new team, I will organize a document based on 1on1 communication, summarize the overall status and adjustment ideas of the team, and sort out the growth direction for each student in two dimensions: ability and potential. After writing this document, you will basically know what to do in terms of management.

Second, if you are building a new team from 0, it is recommended that you sort out the team portrait based on job needs, ability models, personality characteristics, etc. before recruiting people. This portrait does not mean recruiting JD, but rather what types of people do you want to form a team with.

Recently, a classmate in my team asked each candidate to do a personality assessment when building a team. On the one hand, he understood them better, and on the other hand, he also helped himself better build a team. In addition to division of abilities, the team also needs to have different roles, especially the atmosphere. ~

Third, it is recommended that you communicate with team members 1on1 more frequently, talk more about things outside of work, listen more to their complaints, and understand more about the thoughts they usually feel embarrassed to say.

Finally, becoming a leader is just the beginning, I wish you can enjoy this journey too.

Author: Zoey, an operation of a certain factory, has been deeply involved in the creator platform and new media industry for 6 years, and the official account "Zoey's Operation Magic" (zoeyopmagic)

This article was originally published by @Zoey and is a product manager. Reproduction of

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