Interpersonal relationship as the greatest challenge
The shaping of interpersonal relations is, without any doubt, one of the greatest challenges faced by young leaders - especially in middle management. Here, loyal behavior is required both against one's own superiors and the employees to be instructed.
A true balance act: decisions of the top - especially unpopular - can only be achieved by the new boss if he is accepted as a superior by his employees.
Conversely, he can only adequately represent the interests of his employees when he has convinced his superiors through competence and leadership.
The decisive factor for freshly baked chefs is to develop their own management style. This often reflects the need for belonging to the former colleagues and the fear of increasing distance.
Why conflict is not the solution
One way would be to avoid conflicts and hope that problems within the workforce will resolve themselves.
But especially when there are tensions between the employees, the supervisor's task is to moderate talks, solve problems, set limits and, if necessary, draw consequences.
It depends on your own point of view
In general, a good boss - regardless of whether young or old - should have a different point of view, make decisions and assume responsibility.
To create transparency, to communicate and to moderate are important prerequisites to develop and implement decisions in a dialog-oriented way in our network company, as well as to provide impulses and space for new approaches.
Please no buddy style of leadership
For decisions that are unpopular, leadership should also be resilient and able to cope with pressure. There is no room for mate behavior from the day of promotion in the new leadership position, the good old role model is once again in demand.
A common mistake of young leaders is to give up one's personality. Fearing to do something wrong and to meet the expectations of supervisors and employees, they choose the role of the supposedly perfect supervisor.
But this is just a matter of looking quickly and detrimental to the authority of the new superiority over time. Authenticity and credibility are required as the basis of authority.
This also in the sense of the already mentioned role model function. One of the golden rules for young executives is: stay authentic.
The foundations of leadership
The only true style of leadership is not. It is necessary to find the right measure, to cooperate cooperatively and, if necessary, to act authoritatively. To adapt his style to the particular situation is, without a doubt, one of the most important qualities of a good boss.
Nevertheless, the basic principles of leadership should be learned:
- How do I give my employees impetus and motivate them?
- How do I conduct conflict talks?
- How do I prioritize and manage my time and that of my staff?
Can you learn to lead?
Here is a basic tool of the trade as for any other task of importance. This can be acquired by young executives, for example in the context of communication training - often the costs for this take over the respective Company.
Those who have mastered the necessary fundamentals will score with both employees and supervisors. In addition, good leadership seminars provide the participant with ideas for the development of the personality beyond the craftsmanship.
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